Creating a Proactive Recruiting Strategy to Target Passive Candidates
10 likes3,408 views
The document outlines the importance of creating a proactive recruiting strategy focused on targeting passive candidates, who are currently employed but open to new opportunities. It emphasizes the need for unique engagement tactics such as networking, referral programs, and targeted campaigns to attract these candidates. Strategies for attracting passive candidates include clarifying benefits, developing a strong employer brand, and measuring the effectiveness of recruitment efforts.
Creating a Proactive Recruiting Strategy to Target Passive Candidates
- 1. Creating a Proactive Recruiting Strategy to Target Passive Candidates Contact Heather at heather@comerecommended.com
- 2. About Our Sponsor: Cachinko • Reduce administrative time and wastes by 60% or more • She can focus more time engaging the Talent Community and filling positions Contact Heather at heather@comerecommended.com 2
- 3. What is a Passive Candidate? • Individuals not currently looking for new work – But open to opportunities that pique their interest • Fully employed – Usually relatively happy in their current jobs • Might be looking for a better job, but sparingly • Won’t find these candidates through traditional channels Contact Heather at heather@comerecommended.com 3
- 4. Passive Candidate Statistics • A recent CareerBuilder survey of more than 2,400 employers & 3,900 workers nationwide revealed: – 76% of employees reported that they would change jobs in 2011 for the right opportunity, although they were not actively looking – That’s a lot of passive candidates! Contact Heather at heather@comerecommended.com 4
- 5. Why Target Passive Candidates? • The talented candidate you’re seeking to fill an open position can often be a passive one – Talented candidates tend to be employed – Traditional recruiting tactics often overlook passive candidates • Individuals with sought-after skills and specific expertise tend to be passive candidates Contact Heather at heather@comerecommended.com 5
- 6. Where to Find Passive Candidates • Passive candidates aren’t looking where active candidates are, such as job boards • If you’re looking to target passive candidates, you need to focus on: – Referral programs – Networking tactics • Social & professional networking sites: LinkedIn, Facebook, Twitter, etc. – Niche job sites – Talent communities – Highly targeted campaigns Contact Heather at heather@comerecommended.com 6
- 7. How to Attract Passive Candidates • Typically happily employed and not looking to transition – However, they are open to opportunities • Need to be thoroughly convinced of the reasons to change jobs – Better opportunities -- Title change – Employer brand -- Different responsibilities – More room to move up -- Better compensation & benefits – Higher quality team Contact Heather at heather@comerecommended.com 7
- 8. How to Attract Passive Candidates • Make the “upsides” clear to the candidate: – Why should they leave their current position to work for you? – What additional responsibilities will they have? – Do you offer a better culture, team, supervisor, etc.? – What else makes your company unique? – Will you offer superior compensation or benefits? Contact Heather at heather@comerecommended.com 8
- 9. Developing a Strategy for Passive Candidates • Proactive networking – Developing a unique employer/recruiter brand on LinkedIn, Facebook, Twitter and niche sites – Develop relationships with candidates – Fill your talent pipeline before an opening occurs • Employee referral programs – Employees often have talented people in their personal networks from past jobs or personal connections – These individuals are essentially pre-qualified by your workers Contact Heather at heather@comerecommended.com 9
- 10. Developing a Strategy for Passive Candidates • Niche job sites – Many passive candidates are not looking on job boards, but are active on niche industry and organization sites • Talent communities – Platform for interaction between job candidates, recruiters, hiring managers, former/current employees – Can be divided into talent networks – Great way to keep passive candidates engaged and interacting with your organization Contact Heather at heather@comerecommended.com 10
- 11. Developing a Strategy for Passive Candidates • Focus on the employer brand – Should have a compelling mission, vision or strategy • Focus on the job – Should provide an opportunity for the person to grow & develop – What will they be doing? – What’s in it for the candidate? – Why would they want to leave their current job for this position? Contact Heather at heather@comerecommended.com 11
- 12. Developing a Strategy for Passive Candidates • Target the passive candidate – They may be looking and interested, but often they don’t take the next step and apply for an opening – Highly targeted ad campaigns can help get the passive candidates’ attention – Many organizations use Facebook Ads as a way to get in front of a passive candidate – Other social networking platforms give you insight into a candidate in order to figure out what their needs & wants truly are Contact Heather at heather@comerecommended.com 12
- 13. Developing a Strategy for Passive Candidates • Consider going mobile with your recruiting – Make it easy for the candidate to connect with and follow you – Mobile websites – Applications – SMS campaigns Contact Heather at heather@comerecommended.com 13
- 14. Execute & Measure the Strategy • Determine how to best go about targeting passive candidates • Measure your efforts along the way – What’s working? – What isn’t? – How do you know? • What other tactics can you implement to improve your passive recruitment strategy? Contact Heather at heather@comerecommended.com 14
- 15. Thank you! Contact Heather at heather@comerecommended.com