In 2015, employers are going the extra mile to find the perfect candidates, including spending more time targeting the challenging passive candidates. Now more than ever the passive candidates are an integral part of a employer’s recruiting strategy. How much and how successful all depends on the efforts made by employers. Although there are dozens of ways to target this group, we’re highlighting several effective ways to stay connected to this sector.
- Always Be Willing to Connect: The days of acting like a gate keeper are out. Being present and open to networking with all types of candidates will net you and your company a solid reputation. We’ve stated repeatedly how important a company’s brand and reputation are. Even if a candidate isn’t the right fit for your open position, they may be in the future, or they may have a recommendation for another candidate.
- Blogging/Newsletter: One of the fastest ways to stay connected with candidates (passive in particular) is to write helpful content for job seekers. Building a reputation as a competent resource will spark interest in those passive candidates. Having an open invitation for candidates to sign up for a newsletter can give a company immediate access to a passive candidate.
- Candidate Surveys: A great way to learn more about candidates is by surveying them. Most companies by now have a solid database of potential candidates, many of which can be defined as passive ones. An online survey is a great tool to understand more about this group and what they want in their next company.
- Social Media: Whether it’s LinkedIn, Twitter, Facebook, Google+ or any other social network, a passive candidate will mostly likely want several social media options to stay connected to a particular company. Be sure to give them their options, and then work those social networks to maximize those connections.
- Host an Event: Just by hosting an informal networking event, employers can garner significant interest from all types of candidates, including passive. Instead of creating a hiring event, brand the event as a “Meet a Greet” event for a particular department. Give people the opportunity to meet the internal team and invite the type of passive candidates you want to learn more about.
Targeting passive candidates can be incredibly challenging, but with the right approach, it can be rewarding. The biggest obstacle many employers have is bandwidth in order to effectively target passive candidates. As frustrating as this might sound, it’s becoming more and more true. If targeting this group is something you want to implement this year, try working with a reputable recruiting firm that can give an employer access to dozens of proven methods on targeting the passive group.
What are your thoughts on connecting with passive candidates? What are some effective ways you’re connecting with this group? Recruiting top talent these days takes all types of skills including actively engaging the passive candidates in your industry. If you’re struggling with targeting this group, contact us for a complementary consultation.
ABOUT THE AUTHOR, Ingrid Moore
Ingrid Moore is the Founder and CEO of Corporate Resources of Illinois, an employment & staffing agency with over 20+years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page, or follow us Corporate Resources of Illinois‘s Google+ page.
