This is Why You Should Hire Passive Candidates
When it comes to attracting the top talent in the market, it is crucial to look beyond the candidates who are actively seeking a job. This is where it becomes important to make a distinction between active candidates and passive candidates. Active candidates make sure to signal their presence through job portals and other job-seeking platforms. In any case, they are more easily accessible than the candidates who are talented, qualified and experienced, but are currently not looking to change jobs. These passive candidates often comprise the top talent in the market, and as recruiters, it is important to attract their attention and to convince them that a job with your company is worth taking up.
As per the statistics that emerge from having studied the global workforce, only 15% of employees are satisfied with their current jobs. This means that about 85% of employees would rather take up a better job, but only a tiny fraction (about 12%) are actively seeking a new job. The reason for this gaping difference in number is the high level of mismatch between employers and jobseekers. For the most part, recruiters are unable to find suitable candidates for their jobs, specifically in the mass-hiring segment, which results in abysmally low conversion rates.
One way for recruiters to address this hiring problem is to seek out the passive candidates.
There are some clear advantages to hiring passive candidates.
-They are likely to be the top talent—skilled, qualified and competent. They’re probably doing well at their current jobs.
-If you convince a passive candidate to switch jobs, you’re likely to retain this employee in your company for the long run.
-You’ll face less competition while recruiting these employees because they’re unlikely to be interviewing at many other places for a new job.
-Their CVs are likely to be more reliable. Their work and experience speaks for itself.
On the whole, hiring passive candidates is a highly effective recruitment strategy. Not only does it save your time and money, but it fetches you top-quality candidates.
Let’s come to the next obvious question. Why would this passive candidate want to switch to your company?
To answer this question, the most important thing is to understand what motivates these employees, in addition to the salary hike. An enhanced work-life balanced, improved scope for career growth, and work that is both interesting and challenging at the same time are key factors.
The final question, then, is how to attract the attention of these passive candidates.
-Internal employee referrals
-Engaging social media activity
-Building a credible employer brand
The thing that will keep you ahead of the competition as far as hiring passive candidates is concerned is to tap into multiple and diverse hiring channels and to make use of job-matching portals that effectively match the candidate to the recruiter.
To hire pre-screened candidates at ½ the cost and in ½ the time, register with MeraJob.in.
You may like to read this
MeraJob April 27, 2016
Degrees don’t guarantee jobs or do they?
Do universities really help in getting you a job? If the placement figures from any of India’s premier institutions such as IITs and IIMs are any indication, then well apparently we do a jolly good job of it. Multi-million rupee/dollar salaries, fantastic stock options etc. make all the hard work ...
MeraJob April 30, 2015
MeraJob leverages reach-out model to connect jobseekers to employers
Pallav Sinha had faced huge challenges while building a large pan India front-end sales team for a wealth advisory and distribution company Fullerton Financial Holdings in his previous corporate role. He observed that the recruitment process Merajob was broken and the market was inefficient in match...