The worldwide expertise scarcity is a significant problem for companies of all sizes. In the USA alone, there are at present 11 million open jobs. Which means there are extra job openings than individuals are on the lookout for work.
A technique that companies are addressing this problem is by focusing on passive candidates. Passive candidates are people who find themselves not actively on the lookout for a brand new job, however who is perhaps open to a brand new alternative if the fitting one comes alongside.
There are a number of the reason why companies are focusing on passive candidates. First, the pool of passive candidates is way bigger than the pool of lively candidates. Which means companies have a greater probability of discovering the fitting expertise by focusing on passive candidates.
Second, passive candidates are sometimes extra skilled and certified than lively candidates. It is because passive candidates are usually already employed and have been profitable of their present roles.
Third, passive candidates usually tend to be match for the corporate tradition. It is because passive candidates aren’t actively on the lookout for a brand new job, so they’re extra more likely to be pleased with their present scenario.
Atlas World Group’s Strategy to Passive Candidate Recruitment
Atlas World Group is a world logistics firm that has been struggling to fill key positions in IT and know-how. With the intention to deal with this problem, they’ve shifted their focus to primarily focusing on passive candidates.
Atlas’s method to passive candidate recruitment is two-fold. First, they use LinkedIn Recruiter to focus on passive candidates who’ve the talents and expertise they’re on the lookout for. Second, they leverage the social media of their present group members to share job openings with their networks.
The Advantages of Focusing on Passive Candidates
There are a number of advantages to focusing on passive candidates. First, it permits companies to achieve a wider pool of potential expertise. Second, it provides companies the chance to construct relationships with passive candidates earlier than they’re actively on the lookout for a brand new job. Third, it permits companies to focus on passive candidates who’re match for his or her firm tradition.
- Begin by constructing a powerful employer model. Passive candidates usually tend to be fascinated with your organization if they’ve a constructive impression of your model.
- Make it simple for passive candidates to find out about your open positions. Your job postings ought to be clear and concise, and you must make it simple for candidates to use on-line.
- Personalize your outreach. If you attain out to passive candidates, take the time to personalize your message. This can present that you’re genuinely fascinated with their expertise and expertise.
- Spotlight your organization tradition. Passive candidates usually tend to be fascinated with an organization that has a powerful tradition. Make sure you spotlight your organization tradition in your outreach supplies.
- Provide alternatives for development. Passive candidates are sometimes on the lookout for alternatives to develop their careers. Make sure you spotlight the alternatives for development that your organization presents.
Conclusion
The worldwide expertise scarcity is a significant problem for companies of all sizes. Nevertheless, by focusing on passive candidates, companies can enhance their probabilities of discovering the fitting expertise. Atlas World Group is a good instance of an organization that has efficiently carried out a passive candidate recruitment technique. By following Atlas’s instance, companies can overcome the challenges of the worldwide expertise scarcity and discover the fitting expertise to assist them obtain their objectives.
To comply with Kelly Cruse’s work in employer model, join together with her on LinkedIn. For assist figuring out the values and tradition you wish to create in your organization, get in contact.
