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Do you know where your ideal job candidate is right now? There’s a decent chance they are at work.

Typically, the best and brightest in their fields don’t have much trouble remaining gainfully employed, and might not be seeking out opportunities if they are generally satisfied. However, that doesn’t mean you shouldn’t try to pursue them as, just because they aren’t actively looking, that doesn’t mean they aren’t open to making a change.

If you want to recruit passive job seekers, you need to use an approach that connects with them. Here are some tips on how to get started in 2019.

Tailor Your Employer Brand Message

Hiring managers typically respond better to resumes that are targeted to the role. In reality, passive job seekers aren’t any different, as they are going to respond better to employer brand messages that speak to their priorities.

To connect with passive job seekers, gear your social media content to demonstrating points that these professionals value. Highlight your learning and development opportunities, discuss the cutting-edge technologies you use, and showcase what makes your company’s culture special.

The goal is to emphasize whatever your ideal candidate would find important and make it part of your employer brand’s dialog, and not just in job announcements. This makes you a more attractive potential employer, increasing the odds that passive job seekers will notice you and decide to apply when a position comes available.

Offer Flexible Application and Interview Processes

Passive job seekers are usually passive because they already have a job. They aren’t willing or able to jump through some of the same hoops that active job seekers may tolerate, so you need to adjust your processes if you want to entice them.

For example, create an application method that allows them to express interest even if there isn’t a specific role that aligns with their skills and experience. This can build your talent pool, giving you contact information that allows you to reach out when a suitable job is available. Similarly, make sure your application is mobile-friendly, ensuring busy professionals can apply while on the go.

You also want to make sure your interview process isn’t about them conforming to your schedule, but you adapting to theirs. Offer after-hours interview slots, embrace video conferencing in lieu of in-person meetings, or start with a quick phone screening to see if it is potentially a good fit before asking for an hour-long in-person commitment.

The more you can adapt to their needs, the easier it is to connect with passive job seekers. Take a look at your existing processes and see if some adjustments might be beneficial.

Partner With a Staffing Agency in Atlanta, GA!

Recruitment agencies often maintain robust networks of candidates, including passive job seekers. By partnering with a staffing firm, you can tap into their talent pool, increasing the odds you’ll find top talent quickly and efficiently.

If you want to attract the best and brightest candidates, the team at PrideStaff can help. Contact us to discuss your 2019 hiring goals today and see how our recruitment services can benefit you.

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