The unemployment rate in Australia for the month of February 2018 was 5.5%. According to Voice of the Customer (VOC) research conducted by Allegis Group APAC Companies operating in candidate short markets are finding it harder to attract the right talent. Employers across various industries are experiencing difficulty in filling open positions as candidates are currently employed. Due to this, many recruiters are increasing their efforts to identify and engage passive candidates in addition to active job seekers.
Recruiting passive candidates for a job requires a strategic approach, beyond the traditional job boards and other active talent strategies. Instead employers need to look toward proactive candidate sourcing instead.
Strategies for recruiting passive candidates
Get out there:
Usually passive candidates are fairly content in their current roles; therefore, you need to be proactive in your approach to engage them. Dissimilar to active job seekers who are intentionally looking for open positions, to reach passive candidates, companies need to consider how to get their attention via their everyday activities.
Use employee referrals:
Your current employees can be your best source of word-of-mouth referrals. Ensure that current employees know what positions you are recruiting for to keep it top of mind.
Make your pitch outstanding:
One of the most important steps in attracting top talent is having a clear pitch, or employee value proposition (EVP)
, explaining the benefits of your position to passive candidates. Unlike active job seekers who are innately motivated to see your job in the best possible light, employed workers will compare it to their current situation, and you need to make sure your opportunity comes out on top. Consider how you would describe your company culture, what matters to your employees, why would someone want to work for your company, how do you differ from your competition, as well as what opportunities and benefits does your company offer. VOC research conducted by Allegis Group APAC made it clear that with companies competing for candidate attention, “a clear EVP is required to get noticed”.
Promote your EVP:
Recruiting passive candidates means that you need to create the environment where they’ll be more receptive to hearing about an open position or having a conversation with you. You never know where, or from whom, passive candidates will encounter your company, make sure to share your EVP in your job postings, on your website, on your social channels, in your outreach messages and with your current employees — your most important brand ambassadors.
Avoid lengthy or repetitive steps in your recruitment process to ensure that the process isn’t discouraging to potential candidates. Consider how you can streamline the application and interview process. For example, try to consolidate multiple interviews if possible, and be flexible with the time of day.
Today’s talent-driven job market means that passive candidates are more valuable than ever. Make sure you’re spending time to develop a specific sourcing strategy that takes into account the different motivations of this key population and tailor the marketing and messaging to accommodate.
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