In the current market, it’s becoming harder than ever to source top talent. As a result, organizations are pressured to think of new and exciting ways to entice individuals out of their roles — not an easy task by any stretch.
With the U.S. unemployment rate at a record low of 3.6 percent, many candidates may not want to change jobs, which means the pressure is on for hiring professionals to court those who aren’t actively looking for new roles (otherwise known as passive candidates).
These candidates fall into a number of different categories — those who are happy in their current roles and aren’t actively looking, those who are happy but are open to new roles, those who aren’t happy but aren’t actively looking for new roles, and those who are open to new roles but aren’t actively looking.
As you can tell, it’s a complex field to navigate, so it’s a good idea to brush up on your passive recruiting skills in order to reach the right individuals and get them excited about your roles. Here are our top tips for targeting passive candidates.
Search for Resumes Online
One of the easiest ways to up your passive recruiting efforts is to utilize Resume Search. After all, if your online job advertisements aren’t yielding the results you need, you may want to proactively search for candidates instead.
The good news is that our Resume Search integration enables users to access more than 12 million active U.S. resumes from our database — directly from the HiringThing platform. Simply search for a job title and filter by distance, relevance, and the time when candidates were last active. You’ll be presented with a short list of candidates to choose from.
Approach with Caution
Once you’re ready to reach out to these passive candidates, be sure to put yourself in their shoes for a moment. Your first contact point could make or break the relationship, so it’s important to get in touch at the right time and ensure you’re prepped to give all the relevant information.
To avoid contacting candidates while they are working, try calling in the morning, during the lunch hour, or toward the end of the day. Explain where you found their contact details and give a quick summary of the roles you’re trying to fill. Don’t come across as overbearing; you’ll risk falling at the first hurdle.
Showcase Your Employer Brand
Another point to consider is your employer brand. Why should candidates want to work for you over any other employer? When reaching out, tell candidates about your company, not just the roles.
Consider what makes you stand out; perhaps you offer great workplace perks or development opportunities. Be conscious of the fact that most candidates will do a quick Google search on your business, so your website and social media pages need to be up to scratch. Be sure to dish out positive stories about your employees and what it’s like to work at your company. Use testimonials, stats, and imagery to help bring your company to life.
Use Your Employees as Ambassadors
Using your employees as ambassadors can help immensely with your passive recruiting efforts. After all, your team members are some of your best recruiters. They know what it’s like to work for you — the good and the bad — and they’ll share these insights with their friends.
Incentivize your teams to recommend your workplace by setting up an employee referral program. If an employee recommends a friend/contact who then lands the job, reward the employee with a nice financial bonus!
It’s certainly becoming harder to find top talent, which is why it’s important to perfect your passive recruiting techniques. Hopefully this article gave you some food for thought and will help you boost your hiring efforts. Good luck!
Author: Alisiana Peters
Alisiana is a senior marketing coordinator at HiringThing, an award-winning online recruiting software provider dedicated to changing the way businesses hire talent. Questions? Contact HiringThing Marketing.