Last year around 20% of UK employees were contacted by employers and proposed new job opportunities, mainly through professional social networking sites like LinkedIn. In your search to find the best candidate it’s certainly worth considering those who aren’t necessarily looking for a new role, as well as active jobseekers. The main benefit of a passive candidate is that they will not be interviewing with other companies, thus there’s less competition. However, you must remember that passive candidates will have a different intent and contrasting levels of interest to active ones, so your recruitment strategy will need to address this. As advocates of targeting passive jobseekers, here are eRecruit Solutions’ top tips to adjusting your strategy accordingly.
Active jobseekers find you and your opportunities therefore apart from creating a job ad, minimal effort needs to be made on your behalf in terms of finding candidates. If you want to target passive jobseekers however, you must be prepared to put the time and effort in that’s required for discovering relevant candidates for your positions. For instance, LinkedIn is a valuable resource as you can discover who, out of its 250 million users, has the relevant skills and experience for your vacancies. Furthermore, the site claims that 30% of job views are from those already in employment, so it’s certainly worth using this method to find passive jobseekers.
Pick your moment.
Completing research when searching for passive candidates is essential as you want to time your approach just right, so you have the best chance of succeeding in tempting the candidate you’re interested in. One of the most important things to find out is how long a potential candidate has been in their current role. If it’s five years or above, then they are more likely to be content therefore a lot harder to tempt. Furthermore, if they have only worked there a year or less then they’re unlikely to be ready to move on just yet. Ideally you should target those who have been in their current job for 2-3 years as this is the prime time for taking on a new venture and developing one’s career.
Create an interest.
It’s important to remember that the candidate you approach will not automatically be interested in your company as you have sought them out, not the other way around. When you reach out to them you need to spark this interest in your introduction to both yourself and the company. As well as explaining why you are looking for new employees, you need to really sell the role you’re offering and, of course, the company in general. You may find that the person you contact is not interested in new opportunities, which is why your introduction should always state that you would like to hear back no matter what their answer is. This will increase the potential for a relationship to be formed and this will pay off if they’re ever interested in the future.
Because they haven’t approach you, the candidate is most likely unawares as to why you have contacted them in particular. Therefore a bit of flattery will go a long way in terms of encouraging the candidate to consider your proposition. Give examples of the aspects of their CV that stood out to you and why they are relevant to the role you’re offering. In addition, explain how your vacancy would benefit them in terms of developing their skills and expanding their experience. If you make a tempting offer, you’re more likely to get a bite.
Of course active jobseekers should still be targeted for your vacancies, but it’s worth considering passive candidates too as they could provide you with some impressive results. The talent you find via this method of recruitment could see you reducing turnover considerably, therefore making the extra efforts worth it.