You only want the best employees for your organization. Unfortunately, so do all your competitors. Talented employees are highly in-demand and are rarely out of the workforce. So to find new ways to build your bench of talent, you should also be engaging passive candidates.
What Are Passive Candidates?
Passive candidates are people who are already employed and aren't looking for a new job. However, they would make a move one day if the right opportunity came along. Engaging passive candidates should entail connecting with them through recruiters and social media since they are not actively looking for job postings through traditional methods.
Get Hiring Managers Networking
Your HR team and hiring managers should be regularly on the lookout for new talent. Empower them to go to networking events, industry conferences, alumni gatherings and events where they might meet skilled workers. Their goal should be to increase the number of people who are aware of your organization and the possible opportunities your brand has to offer. While it would be great to find new hires right away, managers should use these events as opportunities to establish rapport with excellent candidates and stay in touch with the people they meet to build up your bench for the future.
Stay Active on Social Media
Your hiring managers should also be actively promoting your organization on social media networks like LinkedIn and Twitter. This is a good way for them to find quality passive candidates and to start a dialogue. Your organization's social media pages should also regularly publish industry news, awards for your organization and employees, corporate social responsibility initiatives, community outreach efforts and anything positive about your enterprise. This will show up on the feeds of possible candidates and might motivate them to learn more.
Build Your Online Brand
What do your website, hiring page and social network pages look like? Do they express the best features about your business, your culture and your values? Remember, when a passive candidate starts thinking about a change, this is where they'll look to learn more about your enterprise. Videos are a great way to express this information, especially if you interview current employees and ask them why they enjoy working with your organization. According to ADP Research Institute® (ADP RI) report, Fixing the Talent Management Disconnect, 45 percent of employees at midsized businesses are not actively looking for a new job but would consider a new organization if they were contacted by a recruiter or saw an opportunity on LinkedIn or another source.
Focus on More Than Compensation
When it comes to attracting passive candidates, compensation is important but definitely not the only factor they consider. It's not like they are browsing job ads where the salary figure determines where they apply. They want to see that you have a rewarding workplace with good growth opportunities. According to ADP RI, the size of salary increase that a competing organization has to offer is relative to an employee's level of current satisfaction. The average employee would be enticed to leave with a pay increase of 12.5 percent. And, 47 percent of employees would consider an opportunity that matched their current salary or paid less.
Encourage Employee Referrals
Your current employees can be your best source of new talent. They know why your organization is a great place to work and also the personality someone needs to succeed. You could set up a referral program where if an employee recommends someone who gets hired, the employee gets a reward such as a cash bonus or small prize. This way, you have your entire organization focused on building your talent pool.
Speed Up Your Hiring Process
When you have a talented candidate interested in your firm, you want to make the hiring process as efficient as possible for them. They are busy with their other job and may be considering other options along with your organization. If they go through your normal hiring process and there are long delays, such as an endless series of online forms just to get started or a multi-day interview process, it could turn them off. See if you can cut down some steps in your hiring process, like reducing the number of interviews or streamlining the documentation necessary to apply. You already know these passive candidates are strong applicants from your initial research, so when they finally come looking, be ready to hire quickly.
By engaging passive candidates, you will open up a whole new pipeline of talent for your organization. In a world where there are not enough talented employees, it could be the key to making sure your enterprise stands out.
To learn more, read the full report: Fixing the Talent Management Disconnect.
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