How to Attract Passive Candidates
Companies have realized that in order to maintain their competitive advantage, they must market their jobs in the same way that they market their services and products. There are a variety of strategies that a company can use to attract passive candidates or employees who are currently employed but do not intend to change jobs.
Create your repository
Make your database a repository for candidate data. While a candidate may not have been a good fit for a previous position, he could be ideal for future opportunities. You can keep track of a candidate’s strengths, qualifications, experiences, and more with the help of a good database. An applicant tracking system is the best way to organize a database.
Your referee database can go a long way with online reference checking services like Emonics. People Search, a standalone analytics platform that allows users to quickly and easily search and filter the referee data already stored in their Emonics account, was identified as a way to help clients discover talent in the market.
Recruiting culture
Creating a company-wide “recruiting culture” Every member of a company’s team should be motivated to fill internal job openings, regardless of their position. It would be beneficial to implement a referral program in which employees are rewarded for finding successful hires.
Connect them on more personal levels
When dealing with passive candidates, it is critical that you are well-versed in their background. You will retain new workers if you can make a bond with them. Technology is still available to assist you and can greatly enhance performance.
Emonics provides the best resume parser services, helping the HR teams to learn more about applicants before interviewing them. They can extract personal information from resumes such as work experience, education details, and skills, among other things. It’s the most efficient way to reduce your hiring team’s workload and save time
Research on social media and find out
Take note and keep a list of any interesting people you encounter that you think will make a successful candidate in the future. You may also remember other individuals with whom you have previously collaborated. What were the names of these people? So, what are they up to now? Find out if they are happy with their current position. Investigate social media to discover more.
Online community
Organize an online forum where passive candidates don’t have to reveal that they want to keep their choices open in front of the media. Let them take part in industry-specific online forums to see who participates, how they participate, and so on. Take note of it and attempt to contact them.
Set up a referral program
A recruiter’s best choice of potential talent is often current workers. Recruiting techniques have long focused on referrals. Every one of your employees has a network and personal connections, and these networks often include a large number of eligible applicants who would be a good match for open positions at your company. While passive candidates may be reluctant to respond to a recruiter’s message, they are much more likely to accept an opportunity provided to them by a personal link.
Conclusion
When eligible applicants are hard to come by, and niche positions have a limited pool of candidates to choose from, you’ll need a framework and plan in place to ensure you recruit the right people on time. Enable your database, social media accounts, or referral program to nudge the passive candidates.
