Tap into Passive Candidate Pools for Key Talent
Posted recently (3/16/2019)
As you know, we're in a pretty significant job seeker market, so for several positions, there may not be the typical demand from candidates on the market. When people think of a job candidate, they are often quick to envision a professional that is actively going out of their way to search for open positions, going to interviews, and doing everything they can to land their next gig. While these candidates make up a large portion of the talent pool, there are candidates out there that don’t fit into this mold. I’m referring to passive candidates and the role they play in recruiting.
What are Passive candidates?
True to the description, passive candidates are people who are being considered for an open position but are not actively looking for a new job while active candidates are proactively (or sometimes tactically) looking for open positions. One way to differentiate the two is that passive candidates are typically sought out by recruiters while active candidates submit job applications for open positions. This isn’t a hard rule for the two, just a helpful tip for differentiating them.
1. Why pursue candidates not looking for a job
You know they have valueAnd for the obvious question, "Why should I put forth the effort into recruiting someone that isn’t even looking for a job?" Well there are a couple key reasons including recognized value and skill / experience honesty:
You know they have value
Of course we're not saying those that are currently seeking new employment or are currently unemployed don't have the skills or experiences you're looking for, but when a candidate is currently employed, then you know they have been been validated and have demonstrated the abilities and strengths to succeed at a reasonable level because their current company is making the decision to continue to keep them on every day.
They're honest about experiences and skills
Since they're already employed, and while the idea of another job may be attractive to them at the moment, they aren't necessarily in a position where they're so desperate that they're willing to lie and make things up about their past (let's not kid ourselves - national surveys have shown that a vast majority or resumes contain bloated white lies). Whenever a passive candidate tells you something, you can have a greater confidence that it's true.
2. Using Interview Tech to engage with Passive Candidates
Now that you understand the benefits of pursuing passive candidates, let's touch on the best use methods for recruiting them. One, in particular, is AI-automated self-serve phone interviews
- it's especially effective at bringing in passive candidates. Why? here's a few key reasons:
They can engage whenever they're free and comfortable
We've all been there. You dart off to an open conference room whenever a recruiter calls with the hope that none of your peers or managers discover that you're looking external for better opportunities. This can be stressful and finding time during the workday to do an in-person interview can be even more stressful. How to solve this? Your passive candidate is able to complete the call whenever and wherever it's comfortable for them and the AI digital recruiters will deliver and assess the interview exactly the same, whether it's at the beginning of the day or midnight. Notifing passive candidates that they have an opportunity to engage when they're ready will put them at ease and can be a positive influence for them to strut their stuff when they're prepared and ready.
Positively brand your company with automated phone interviews
Since the candidate is already employed you're going to need to go the extra mile in order to "wow" them. In other words, spending 5 minutes on the phone talking about how your kitchen is stocked with granola bars isn't going to cut it (although that is definitely a nice touch), even for those in a job seeker market
. Within the automated phone interviews, you get the chance to inform in-between questions to talk a bit more on your company's history, workplace culture, benefits, and any other features you feel would best describe the candidate's future as an employee.
Giving them a personalized experience
To really impress these candidates, you'll need time to personalize the candidate experience through the use of additional chats. "How am I able to do that with all the other resume reviews and phone screens with poor-fitting candidates?" you may ask - Well with the time you regain by automating this initial gate
of the candidate life cycle, you now can be empowered to communicate and gain their trust early on in the recruitment process while also giving them the freedom to communicate with your recruitment team when needed. It may seem simple, but most other companies are stuck using email and a platform where candidates can receive responses quickly instead of waiting hours will make all the difference.
This is a tight market and we all realize that sometimes those that are currently available and seeking in the market may not be the right fit for particular roles within the organization. Tapping into the passive candidate market may help you find that next star True Talent employee!
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