The Proof Is In The Planning: Winning The Pursuit Of Passive Candidates
Do you know how to plan a strategy to engage passive candidates?
Job seekers became more demanding, they approach the job searching the same way that they would shop. That’s why organizations need to invest in employee nurture and useful programs to transform passive candidates into employees.
Engage the candidate according to his or her needs
Researches showed that up to 80 percent of employees are open to new job possibilities. When recruiters decide to use it, they often miss a chance to hunt top talents by being poorly researched, or suggesting a job position before gaining a clear understanding the person’s needs.
Create short message to just inform and then start discussing a job role if the passive candidate is interested. You may develop personal connections to engage an employee later and ask for the recommendation to the relevant candidate.
Not to overwhelm employee with messages and unimportant information. Keep the focus on the key issues to discuss them and figure out common ground.
The most important thing is to describe a vacancy in a way that will be interesting for the candidates. Present unique opportunities and try to look at the job description as a candidate to emphasize why this role will be valuable for the person.
Remember that these candidates are passive. They have already job and they aren’t very motivated as persons who lost the job. You may describe must-have requirements if the candidate is engaged, but you don’t lead the process. Prepare for the win-win collaboration with informal screening and useful communicating.
Plan engagement strategy
You need to provide an appropriate message through the right channels to reach your audience. Capture the candidate’s motivation by asking about the best projects and companies, why the person likes it.
Personalize the pitch and try to get referrals because passive candidates are open for communicating with recruiters who have gotten their contacts from people they know. The referral program is productive and cheap recruitment method. You may suggest a bonus for the current workers if the candidate is hired. It speeds up the recruitment process, improves quality and increases retention.
The candidate nurture programs include the marketing strategy to inform them. We live in a world of “job-hoppers” — employees permanently move jobs, so if they aren’t ready to change the job right now, they may call you back later. Sell development opportunities and good work environment as well.
Take into account the candidate lifecycle that involves career discussion, assessment, and applying. Engage employees in each stage differently to get the best result.
Work on employment brand
As candidates use social networks to find interesting job opportunities, develop this channel to engage new employees to your company. You need to create a content-rich presence there and make a website full of useful information and motivational features.
Ensure that motivated persons may find useful information. For example, post interesting content in social media and create articles, videos about how is it like to work at your company. You can describe the first day at the job for the candidate to gain clear understanding why to choose your company. When they have more information, they’re more equipped to make a decision.
Be present in events to interact with your audience, describe your brand and possible job opportunities. Stay in touch with potential candidates and let them feel free to ask questions.
Make a database with potential candidates
The database is useful to send newsletters and make candidates aware of your events and new job vacancies. It helps you to save contacts, see previous communicating for building a more meaningful conversation.
Use applicant tracking system if you have many candidates to simplify the managing process. Some companies use resume search aggregators to automate searching the candidates.
Create short message to just inform and then start discussing a job role if the passive candidate is interested. You may develop personal connections to engage an employee later and ask for the recommendation to the relevant candidate. Not to overwhelm employee with messages and unimportant information. Keep the focus on the key issues to discuss them and figure out common ground.
The most important thing is to describe a vacancy in a way that will be interesting for the candidates. Present unique opportunities and try to look at the job description as a candidate to emphasize why this role will be valuable for the person.
You need to provide an appropriate message through the right channels to reach your audience. Capture the candidate’s motivation by asking about the best projects and companies, why the person likes it.
Ensure that motivated persons may find useful information. For example, post interesting content in social media and create articles, videos about how is it like to work at your company. When they have more information, they’re more equipped to make a decision.
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