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Just Because Your Dream Candidates Are Employed It Doesn’t Mean They’re Out of Reach

Clare Hopping

 Reyner Media/Flickr Reyner Media/flickr

A recent study suggests that 44% of employed workers are “passive”: not actively looking for a new job, but remaining open to finding one. The Corporate Executive Board (CEB) suggests that “passive” but experienced talent can still be reached with a few adjustments to your recruitment process.

A recent Recruitment Buzz article discussed a CEB study on the current workforce and its highly compelling findings. The study labelled 44% of workers as “passive,” meaning that they’re not actively seeking a new job or a different line of work, but aren’t opposed to the idea either.

This is good news for employers who may have previously considered such people off limits. With some changes to your recruitment process, your dream candidates are not out of your reach, even if they’re already employed.

The Old Way of Recruitment

It’s been typically assumed that attracting potential employees to your business means doing the same old recruitment song and dance. Writing an exciting job description, setting up a stall at a job fair in order, and including a “careers” section on your website are all tools that every company knows and uses when they’re looking for fresh talent.

The problem with these methods is that they only pull potential candidates that are actively seeking out work. Needless to say, they won’t attract “passive” talented individuals because they don’t have time to go to a job fair: they’re spending that time providing their talents to another company.

The “Passives”

Kompania Piwowarska/flickr Kompania Piwowarska/flickr

The study conducted by the CEB indicated that the “passive” workers involved in their study performed 9% better than new hires and were 25% more likely to stay at a job or organisation than the average candidate. Recruitment Buzz postulated that this might be due to the fact that such employees are custom-selected by a company’s recruitment team, meaning they were hired because of their compatible skills and personality.

It’s obvious that attracting “passives” who aren’t looking for you means adapting your recruitment scheme to grab their attention and remain on their radar.

To do so, having an online presence is an absolute must. Sharing articles and advertising on blogs or social media is a more personal and effective way of expanding people’s awareness of your company.

Employees Recruiting Employees

Tedx New York/flickr Tedx New York/flickr

Passive candidates may require passive recruiting. Your employees’ satisfaction with their work is reflective of the business itself – a passive candidate may be more inclined to consider a job with you if they hear firsthand how great it is to work for your company. Bonus schemes can encourage current employees to lend a hand in the recruitment process (i.e. handing out a little extra cash for referring talented people they know). Remember: the happier they are with their job, the more likely they are share their feelings with others.

Becoming the Place to Work

Candidates might be passive because they are not yet ready to work for you, perhaps because they’re still committed to their education or to another job. This doesn’t mean you should cut ties, though: keeping in touch with contacts will keep you fresh in their minds. When they find themselves ready to start a new job, you should be the first company they think of.

So if passive workers are even going to consider your company, you’ll need to stand out from the thousands of other options. It’s really important to brand your business in direct reference to what you look for in a potential candidate. If you promote your company’s best qualities – the things only you can offer that other companies can’t – people will naturally be more attracted to your jobs site.

Try these simple changes to your recruitment processes and you’ll be attracting and developing talented individuals (and assets to your business) with less effort than you’d think. Sometimes, finding the right fit isn’t about what you’re doing – it’s where you’re looking.

Clare Hopping

Clare Hopping has been involved in the recruitment of both full-time employees and freelance staff for ten years. She specialises in recruiting staff via social media and digital platforms.