Passive candidates scrolling through their social media feed might decide to apply. Connect with potential candidates and post job openings on your small business’s social media page. Stay active on social media sites like LinkedIn, Facebook, and Twitter. population has a social media profile, you have access to many potential candidates. Scouring social media is a great strategy that small business owners can use. Talented employees usually know about other top talent and are willing to connect you with them, even if they are passive candidates. You might offer your employees a bonus if you successfully hire their referrals. Plus, your current team likely knows the type of employees your business needs to excel.Įstablish an employee referral program. Referrals open the door to broadening your candidate pool. Use ReferralsĪnother way you can find passive candidates is to use employee referrals. From there, you can narrow down the pool based on other qualifications. Search “occupational therapist” in your ATS to pull up qualified candidates. For example, you have a job order for an occupational therapist. Search for keywords related to the open position in your database. To keep candidates in an organized database, you could try using an applicant tracking system (ATS). With a database, you know candidate strengths, qualifications, and experiences. A candidate may not have been a good fit for a past position, but they might be perfect for current or future opportunities. Make your own database to store candidate information. Here are a few ways you can extend your search beyond job boards to source passive candidates. Your sourcing strategy must be different for passive candidates. How To Source Passive Candidatesīecause passive candidates aren’t looking for jobs, they won’t be on job board websites. By sourcing both passive and active candidates, you will have more talent to choose from. Many individuals in specialized industries already have jobs. Because of the spike in positions, finding qualified candidates can be a challenge. Since 2012, IT jobs have increased by 472,104 and healthcare jobs have increased by 606,887. Niche positions have smaller pools of candidates to choose from. Why are the most popular industries the most challenging to fill? A lack of qualified candidates. If your small business is in one of these fields, you might come across similar hiring issues. And, 50.2% of recruiters said these same industries made up their top placements. One report on recruitment trends found that 48.8% of recruiters had the most trouble placing candidates in the IT, engineering, healthcare, and manufacturing industries. Small business owners aren’t the only people having trouble sourcing top talent-recruiters are, too. A lack of qualified candidates is one reason that hiring can be a challenge. When it comes to technical fields and jobs, you can’t limit your candidates to just 30% of the workforce. If you don’t source candidates from both groups, you are limiting your search for talent. Passive candidates make up 70% of the global workforce, whereas active candidates only make up 30%. Most hiring managers would agree that passive candidates are necessary to source. Why Are Passive Candidates Useful In Your Hiring Process? In fact, they’re often the most valuable type of candidate. Passive candidates can offer a lot of value to your small business, and they shouldn’t be ruled out just because they’re not actively searching for a job. Successful hiring strategies should revolve around getting both passive and active candidates to apply.
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