2023 has started off like the end of 2022; there are more openings than qualified employees. Sitting and waiting for applicants to apply to an opening is leaving your opening left to chance. It is critical to have your job opening be seen by the right set of eyes. Just like a targeted marketing campaign, understanding your target profiles will help assist in bolstering your talent pool by actively reaching out to them. This allows you to share the why of what makes your company so unique.  Delivering that message will differentiate you from others seeking the same type of professional. Becoming aggressive and putting a recruitment strategy will increase your probability of finding the right candidate.

What Is “Passive Talent”?

The term “passive talent” typically refers to individuals who are not actively seeking employment but are open to considering new job opportunities. These individuals may be currently employed but keep their options open if a better opportunity arises. This contrasts with “active talent,” which refers to individuals actively searching for new job opportunities.

Seven Ways to Source Passive Talent:

  1. Employee Referrals: Encouraging current employees to refer their friends, family members, and acquaintances who might be a good fit for open positions can be an effective way to find passive talent.
  2. Networking: Attend industry events, conferences, and trade shows to build relationships with potential candidates and connect with passive talent.
  3. Social Media: Utilize social media platforms like LinkedIn to build relationships with potential candidates, share job openings, and engage with passive talent.
  4. Professional Organizations: Join professional organizations in your industry and attend events, webinars, and workshops to connect with passive talent and build relationships.
  5. Recruitment Marketing: Utilize recruitment marketing tactics like employer branding, content marketing, and online advertising to attract passive talent and make your company more attractive to potential candidates.
  6. Employee Engagement: Foster a positive work environment and promote employee engagement to retain current employees and attract passive talent drawn to a positive company culture.
  7. Headhunting: Hire a headhunter or recruiting firm to help you identify and reach out to passive talent in your industry.

It’s important to note that finding passive talent requires a strategic and proactive approach, as these individuals are not actively seeking employment. Building relationships, creating a positive company image, and utilizing various sourcing methods can help you successfully identify and engage with passive talent.

These are all things we already do; being direct and communicating our needs are essential to help us get attention to our postings. You don’t get want you don’t ask for.

Do you have any Passive Talent success stories to share? Do so below!

 

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