Companies need to be proactive when recruiting, given that most of the talent is not looking for a job actively. In fact, 70% of the global workforce is made up of passive talent or passive candidates who aren’t actively job searching, and the remaining 30% are active job seekers. This paired with the fact that there is a skills gap in the current labour market, where studies found 48% of respondents lamenting that candidates lack the skills to fill the jobs at hand, only makes recruiters jobs more difficult.
So, how do you attract talent that isn’t looking for a job? This is the main challenge that recruiters face; identifying these suitable professionals and then adequately attracting them. However, it is not guaranteed that these passive candidates are ready for any opportunity that comes their way, which means that recruiters need to get creative.
9 Innovative Tips:
- Marketing for Recruitment: programmatic job advertising –In order to focus on attracting and retaining the best candidates, companies need to put themselves in the candidate’s mind. This is why more and more marketing techniques and concepts such as content marketing, branding or inbound marketing are being used in recruitment. Programmatic recruitment is crucial for targeting the specific type of candidate you are looking for. It is the use of technology instead of people for buying, placing, and optimising job ads. Basically, programmatic recruitment makes sure your job ad is seen by the right candidates on the right sites at the right time. And it does this through the use of big data, targeted job ads, real-time bidding, and campaign optimisation.
- Employer branding – is key, the better the reputation the company has; the more appealing the company is to potential talent and your employees become your ambassadors to attract top talent. Companies need to use their businesses history as a selling point, recruiters must take an in-depth look at their business history, key differentiators, penchant for community giving, and even how their workforce celebrates success, as these can be used as a selling point to hire a potential candidate. Reach beyond the job description to gather as many insights as possible, clarify what makes the position different from similar roles at other businesses, identify competitors with best-in-class talent and list the skills critical for success. This introspective process will help you update out-dated job descriptions and put into sharper focus your expectations for the prospective employee who will fill the position.
- Big Data and Data Scraping – this enables recruiters to identify the talent faster and scrape information about the professionals for example, what candidates want to gain from their career, what salary they want to earn and if the company’s values resonate with their own etc. At Catenon, we have been working for 20 years on the use of data intelligence to identify the best professionals around the world, but not only that, but also to answer some of the big questions in recruitment: In which companies are the professionals I am looking for? What is their salary? Are they willing to change? What technologies or tools do they use?
- Implementation of technologies that make the process more efficient and that take care of the most tedious and repetitive tasks so that companies can focus on the human aspect. This includes tools for identification, curriculum screening, candidate care, assessment tests, interview scheduling. These technologies will make the identification of quality candidates more efficient and will make the process faster to avoid the escape of your candidates.
- Personalising the pitch to candidates is also essential, recruiters need to use candidate-centric and personalised language like “You,” and “Yours” and close with a specific call-to-action. Mass mailing the same generic message while just changing the first name is not beneficial. Recruiters have to prove they’ve done their research and genuinely believe that the candidate would be suitable for the role. Recruiters could mention something specific that they have read on their profile or refer to a mutual connection, as this will give them a much better chance of gaining their prospect candidates attention and trust.
- Paid references – a good way to activate talent that is not actively searching for a job is to use reference systems, to go not only to your own employees to refer suitable candidates but to go to the talent community. If you additionally reward those referrals, you have platforms like Talent Hackers – this is Catenon’s platform based on nodal technology to identify and recruit IT professionals and uses paid references to activate that talent.
- Widen your scope (geographically) – there are many benefits of a global and digital recruitment process, transitioning from a local workforce to an international one means you are no longer restricted to a local recruitment but instead will allow you to reach a wider talent pool. Consequently, acquiring a greater level of potential altogether and access to the best candidates.
- Cross-Industry Recruitment: boosts innovation, creates a competitive advantage, changes the team’s mindset, accelerates execution and adds diversity to the workplace.
- Finally, don’t overlook internal candidates – these candidates may be looking for a promotion and, in some cases, may already be doing the work at hand.
Creativity is key!
Recruiters need to be innovative and think out-of-the box for new solutions in order to define the best strategy to approach passive candidates and potential talent. Sourcing and attracting job candidates are valuable skills and often one of the most valuable steps in the entire recruitment process, thus, a sound sourcing and attraction strategy can help recruiters to build a strong workforce and avoid costly hiring mistakes.