Today’s job market is arguably the most competitive it has ever been. With record levels of employment, most of the top talent is already gainfully employed. Post your position on a major job board and any applicants you receive have likely applied to dozens of similar roles that same week. One area taken for granted is the many people who are happy in their current position but not actively seeking. In fact, LinkedIn’s Global Recruiting Trends Report shows up to 75% of people consider themselves “passive” candidates. That is a huge group of talent that you won’t have coming through a job board or career page!
So the question is, how best to tap into the talent pool in the age of digital recruitment?
Headhunting comes with such negative connotations and an assumption it has to be carried out by a recruiter and cost tens of thousands of dollars. Realistically in today’s world, any hiring manager can headhunt, and the tool of choice is LinkedIn. Say for example you are looking for a Service Delivery Manager, you can run a search for people in your city currently in this position or who have worked in this position in the past. If 75% of people are passive candidates, in theory for every 10 people you contact, 7 will be ‘interested’ in your offer. The quality of your approach, your brand and what you can offer will of course be paramount in gaining their interest.
2. Your brand
In today’s market, candidates can pick and choose to a certain degree whom they work for, the onus is on employers to demonstrate an attractive brand and culture. Recruitment companies like Glassdoor are taking off as applicants get to see the reputation of the company they are applying for. Current and previous employees can write reviews on their experience at the company to help others make an informed choice if it’s right for them.
It’s also imperative that companies ensure their own image and branding is up to scratch. Your website and social media presence are the first place candidates will look to get a feel for your company. It’s also important that your career page and application process through your Applicant Tracking System is simple and not too over the top. Some can ask far too many questions and wreak of bureaucracy, not exactly an advertisement for a progressive company.
3. Build your own talent pool
Digital recruitment platforms allow you to keep track of all previous applicants and maintain a pipeline of suitable candidates. Keep track of how well the candidates ranked against other candidates and keep notes shared by hiring managers. With some systems, you may even have the luxury of recorded video interviews to help jog your memory when reviewing a candidate at a later date. Whilst this is better suited to roles with a high turnover when staffing is needed fast, it is a valuable resource to maintain for any business.
4. Social media and referrals
Social media basically gives you access to millions of candidates for free! Companies are increasingly offering staff incentives to share job postings on their personal social media feed, in particular Facebook, LinkedIn and Twitter. Usually with an added bonus if a candidate is successfully hired thanks to their referral. This method makes a lot of sense especially for companies who have worked hard to build their company culture, it’s very likely their staff know a network of people who share similar values and professionalism to themselves.
Ultimately you can take the easy road and the most competitive by simply posting on job boards, or, think outside the box, put in a bit of extra effort and reap the rewards.