Today's challenge is no longer identifying and sourcing candidates, but getting their attention. Let's take a closer look.
Traditionally, an active candidate is a person actively or casually looking for a new job a few times per week, while one deemed passive is considered satisfied with their current role and therefore searches occasionally for a new job, if at all. But according to one new study, the definition of an active and passive candidate, and the perceived value of each is evolving.
Mobile devices now give candidates 24/7 social media access, which allows them to regularly monitor the job market and turn from passive to active job seeker with the click of an apply button. This has changed things, a lot, according to a just-released report by Hudson Global. Rather than active and passive candidates, some now refer to candidates as inbound or outbound. Inbound recruiting, so it goes, focuses on engaging with candidates who are looking or receptive to open positions. Outbound recruiting involves reaching out to candidates who are not actively seeking new jobs.
Active and Passive Candidates
According to Hudson, recruiters spend the majority (63.5 percent) of their time focused on active candidates, yet when it comes to the perception of quality, they still tend toward a bias for passive candidates.
Overall, the majority (57.5 percent) of surveyed recruiters feel that passive candidates are better quality than active candidates. However, only 14 percent believe they are ‘much better’ and 43.6 percent feel they are ‘slightly better.’ It’s worth noting that 40 percent believe that passive candidates are ‘about the same’ as active candidates.
We may be thoroughly engaged and happy in our current role. However, many of us would at least listen if a better opportunity came along.
According to a LinkedIn survey of 18,000 full-time employees, 85 percent of respondents would be willing to talk with a recruiter.
Start thinking and acting like a passive candidate
Where are my top passive candidates likely to spend most of their time online and networking?
Use both in-person networking events and industry mixers, combined with social media tools.
Potential candidates are likely members of one or more Linkedin Groups. They choose groups that are relevant to their field and skill set. Posting a message about a job opportunity in the appropriate Linkedin group is a great way to target passive candidates.
Go where the professionals routinely hang out
Attend industry, association and meetup events. Talented professionals looking to network hang out to learn, discuss industry issues and network with other like-minded professionals. Those in attendance are from multiple companies, vary in their experience level, and most of them are employed.
What are some other ways to attract passive job seekers?
- Become a speaker.By speaking at industry events and networking meetings, you can make connections with professionals that are active and passive. Your presence and presentation can speak volumes about your company.
- Writing a blog that gets picked up by social media or is published within forums within your industry is a great way to reach out to passive job seekers.
- In the news. Create an In the News section on your website. Promote that page through social media. It serves as an aggregator of areas where your company expertise has been shared, positioning the company as a thought leader in the field.
- Press releases. Got a big announcement? Someone win an award or get a promotion? Promote that through your local newspaper. It can bring further attention to your company. Who has not read about a business in the Sunday paper then went online to research them?
- Monthly newsletter. Create a newsletter and send out articles that include thought leadership and industry news. In the newsletter, include a link to your jobs, or perhaps a “featured job of the month” highlighting a specific opening.
- Follow-up.Reach out to candidates you have worked with or placed in the past. Harness the relationship. They may be considering a move but have not put in the time to start a search. Reaching out to them can kick start that search – and put you or your company in the forefront of their search. Also, their new network may have your new gem.
- Use your employees.Take the time to tell current employees about an employee referral program in place – and how you rely on team members to help attract new team members. Reference any referral bonuses in place. Share this information in internal communications.
Screening To Selection
Regardless of how you built the pool of candidates. Do not “fall in love with a candidate” – the honeymoon will be over sooner than you think. The separation is messy and costly. Your best-fit hire has four components: knowledge, skills, accomplishments, and behavioral traits. These traits must be consistent with high performers and your company culture. Make an evidence-based decision with analytics.
Step 1 - A resume will give you a starting point for possible candidates. However, you need to go much deeper.
Step 2 - When a candidate replies start the screening process by asking for an email or online response to 3-5 questions that go deep into the job. BambooHR has integrated this feature into its platform for small and medium-sized businesses. Candidates responses to these questions give you valuable insights.
Step 3 – Use talent analytics that predicts success in a specific role. The analytics need to benchmarked against high performers in the same role for the 15 or so candidates who made it to your A-list. Ensure that the test instrument carries the American Physiological Society's "C-1" rating for validity and reliability. This is the highest in the industry. Use the analytics to create the interview list of 3-5 candidates that meet your minimum threshold. If you do not have at least three — keep looking.
Step 4 – Interview candidates for fit with your organization. Your screening in the first three steps should provide you with folks who can do your job. So, the differentiator is fit. If you are looking at the candidate for succession make it a criterion. Our analytics show that some people are better VPs than managers and some VPs are better CEOs than VPs. If you are looking for a candidate that can possibly advance in the next 2-3 years, tell the candidates. It is a huge incentive for them to join your team.
Good luck with your search. Let’s us know if you need a hand in finding your best-fit staff.
Want to know if a candidate is is likely to exceed expectations?
Use Our Best-Fit Staffing Proces
We can predict the likelihood that a candidate will meet and exceed expectations with 85% reliability. We assess candidates against benchmarks of high performers in the same role. You know that you are truly getting a high performer . . . not just the best of a bad lot! We can your “A-list” pile, identifying the five to interview and complete analysis of the final two or three. Then onboard your new hire with a development plan.