Their receptivity to new job proposals creates opportunities for recruiters
Are you willing to win potential star candidates who are not entirely passive? Ready to change the perception they have about your organization as a workplace? or prepared to change your talent acquisition strategy, so when the right opportunity arises, attract them, contact them, and hire them?
A report published by LinkedIn shows that 15% of working professionals are starting to talk discreetly with their contacts network, a huge 45% are open to considering a new opportunity when approached by a recruiter, so in the end, we have 60% of “approachable” passive candidates.
Adding this 60% to the 25% who say they are actively looking for a new job, we reach 85% of the global workforce, a number that should change your talent acquisition methods.
It means that organizations will have to think about reimagining their recruitment strategy, so this talent goes from being passive to being recruited. How? identifying their needs, figuring out what moves them and learning how to win them over. More than just a job, you must sell them an opportunity by customizing the hiring approach.
You must remember a very important fact, they already have the right skills and qualifications that your organization is looking for; they have the talent and ethics to do the job, and you probably already know that it is a good fit since they successfully perform the role in another company.
Besides, their knowledge and experience are valuable to the role they will play in your organization, where a poor hiring decision can have terrible consequences.
Once the organization establishes the value of passive candidates for future acquisitions, it is time to decide how much are you willing to invest in this hiring process?
According to LinkedIn, “passive candidates are 120% more likely to have a major impact on your business and are 17% less likely to need to develop skills than an active candidate.”
When a company decides to recruit passive candidates, you will need to evaluate how much time and money are the company willing to invest to make a new hire and will need to decide on the right time to approach and contact the candidate.
Recruiting passive candidates is much more complicated. Therefore, you will need an effective recruitment strategy to encourage them to consider quitting their job. The goal of engaging with passive candidates is to plant seeds for future investment.
If you want to be successful at hiring passive candidates, you need to think beyond your job description and job requirements stated there. Define your requirements based on desired outcomes, not qualifications.
It is important to establish Who is the ideal candidate? What makes them effective? What values do they have? What motivates them? What catches their attention? By defining the ideal candidate, you are customizing your recruitment strategy.
Organizations need to change the focus of their recruitment strategy. The focus should be the candidate, what they want, what they need, what your organization is offering them, what others do not?
Define a unique value proposition for employees tailored to them and their needs, attract their attention first.
Passive candidates are working and therefore terribly busy. Allow them to apply in just a few clicks. Also, make sure that the interview process is flexible. Take advantage of the video interview. Your candidate’s time is valuable.
Also, it is always important to provide an enjoyable interview experience. An unpleasant experience can change your candidate’s perception of a role or company they once liked.
Sometimes the best hire is not the fastest. To expand their talent pool, organizations need to nurture passive candidates. However, getting and gathering information about passive candidates can be time-consuming.
Recruitment and talent acquisition experts can help you customize your process and navigate the differences in passive talent-hiring strategy, truly connecting with these types of candidates and delivering results.