A growing number of employers target passive job seekers because they are looking for candidates who have positive employment records and who are satisfied with and successful in their work. Think “successful” means 1) they fit the corporate culture and 2) they bring strongly positive characteristics to your team. And they are winners.
How to you find, connect and get them within your reach? Recruitment and HR sources including SHRM have identified a process, even while your “skillsets” recruiting continues.
When you are ready, scan these basics an see how you can integrate them into strengthening and scaling your brand. You need to do this frequently. Or ask a pro for help or to take on this assignment. You choose.
Shine up your brand’s reputation.
To target the right passive job seekers, it is vital that you understand your organization’s current and projected staffing needs. Conduct a staffing assessment that can identify current and anticipated gaps in the organization’s workforce, including knowledge and skills. Use this no-cost customizable Gap Analysis Tool to get traction and see where you are and where you want to go.
Look where those candidates look and go where they go, both physically and virtually.
Engage these candidates on social media starting with LinkedIn.
Keep in mind that passive job seekers are generally happy with their current work and will not be willing to leap into another job without serious consideration. This makes relationship building a must to attract and engage passive job seekers.
Keep the application process simple for them. Not tedious screens of click-throughs.
Do not ghost your regular or passive candidates. Ever. Lure them with a work that offers additional responsibility or the opportunity to develop new skills and abilities aligned with who they are and how they will become better. Yes, they are your winners.
: https://www.maptohiringsuccess.com
#talent #winners #passivecandidates #recruitment #gapanalysis #jobs