Posts Tagged: passive talent


How to Recruit Passive Candidates, Part 2

July 20th, 2016

As discussed, the goal of of sourcing passive candidates is to build relationships with highly skilled pools of talent. You usually won’t find passive candidate resumes online, and engagement requires a strategic and thoughtful approach. So, what can you do?

passive candidate pool First, it’s important to build your pool, and in turn, your network. A great way to be successful is name generation. While resumes are nearly impossible to find, names are not. You know your target candidate, and you know the companies where they work. In it’s simplest form, creating an excel spreadsheet with columns of name, title, company, location, and contact info is a great start.

Use all the channels possible to build your pool; LinkedIn, associations, conferences, company websites, and universities, just to name a few. Put every name you find that is attached to the target industry and expertise for which you’re looking on the list. It can’t hurt to have more than you need when building a pool for passive sourcing.

With your list or ‘talent pool’ complete, you can begin to engage. You can start with your primary targets, or folks you know wouldn’t be an exact fit, but could be a great referral source. Modify your email or message for each set of candidates, requesting their expertise to identify the extremely niche skill set you seek.

More often than not, people are willing to help, point you in a good direction, or even have a colleague who would be interested that you missed. It’s important to be thorough and resilient when sourcing passive candidates, traits that will set you apart from every other source or recruiter in the war for talent. Looking for a new job? check out the dollar tree application for this great opportunity!!

Need help catching the attention of passive talent?

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How to Recruit Passive Candidates

June 22nd, 2016

magnet attracting passive candidatesSometimes recruiting can be pretty straight forward. You have an open job, you post it online, and a significant pool of talented individuals apply for the job, eagerly expressing their interest. You interview, negotiate offers and fill the position. But often, when the job opening requires unique talent, passive talent will be the target. Active candidates don’t fulfill the requirements and you need to reach the candidates that aren’t searching for jobs, haven’t expressed any interest in your requisition, and are generally happy with their current role.

Recruiting these passive candidates requires a strategic approach to generate interest. Passive candidates usually don’t have a resume online, and certainly aren’t regularly applying to jobs. Identifying and recruiting passive candidates should be focused on marketing the opportunity to each individual. Think about why his or her background translates well into the role, and tailor your message appropriately.

The goal is to engage and build relationships with pools of highly skilled candidates. It’s important to position yourself as an expert in the industry market and develop your network. Again, marketing or selling the job and company is crucial. Put yourself in their shoes. What’s it like to receive an unexpected message, call, or an invitation to connect on social media? Are you making that unexpected conversation worth their while? Remember, in the passive candidate market, the recruiter needs the candidate, not the other way around.

Need help catching the attention of passive talent?

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What is a passive job candidate?

April 8th, 2016

Just about anyone in a company may have to recruit at some point in their career, but if you’re not entrenched in the world of talent acquisition, you may not be up to speed on all recruiting jargon. Like “passive candidate” for example.  Recruiters are not making a judgement call about a candidate’s personality, instead they are categorizing them based on who is seeking who.

what-is-passive-job-candidateGoogle offers a great definition: A passive candidate (passive job candidate) is someone who is being considered for a position but is not actively searching for a job.

An active candidate, on the other hand, is someone searching for a job. They are on the job boards, going to networking events, emailing recruiters and applying to open jobs. In that case, the candidate is actively seeking a new job. For passive candidates, it’s the recruiters who found them. A recruiter came across information about a person or found their online job profile and thinks they are a great fit for a certain job and/or company. In this case, the recruiter is seeking the candidate.

Passive candidates are often considered to be higher quality candidates, but they can also be more difficult to engage and convince to make a career move. As the economy shifts back and forth from an employer’s market to a candidate’s market, the number of active candidates ebbs and flows. LinkedIn reports that “Passive talent accounts for 79% of working professionals around the world.” Regardless of whether or not passive talent is better or not, targeting passive candidates should always be a part of your recruiting strategy, especially for rare & hard-to-fill roles. Here’s a few suggestions for how to catch the attention of A+ talent that ignores you.

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Goodbye Job Boards

June 15th, 2015

The improvement of the economy is shifting the control back into the hands of talent, which means job boards are no longer the leading source of hire. Watch this video to find out what you can do to prepare for the death of job boards.

Download our Free White Paper – The Shifting Job Market: Preparing for the Death of Job Boards to learn how to create a sourcing strategy for identifying passive talent and why you shouldn’t start recruiting without one.

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