In today’s talent-driven market, passive candidates become the go-to potential recruitments for many organizations. It is a challenge for HR recruiters to find potential candidates with the ideal amount of skills and experience. There are various strategies that companies can employ to attract and engage potential candidates, which often prove more cost-effective and successful than regular hiring methods. If you are looking to enforce new strategies for attracting passive candidates, check out the list of five tips below:
Encourage Employee Referral Programs
Employee referrals are highly beneficial for finding passive candidates. The program helps encourage your employees to spread brand messaging and promote a career in your organization. Ensuring that employees are engaged and treated well by the organization will improve the likelihood of referrals occurring naturally as well as increasing productivity and happiness within the workforce. Also, the quality of the candidates that are sourced through this method usually tend to be much higher, as your employees will likely only recommend candidates who they know will be able to perform well in the position.
Share Your Compakny News and Employee Stories
Candidates may not be interested in working for an organization that offers little insight into what it’s like to work there as part of the team. Sharing insider news and employee experiences helps to illustrate what the culture is like, and what a great place your company is to work for. Transparency at your company will represent your brand as an attractive proposition for passive talents. Regular updates from senior staff members reiterate your business experiences from a different point of view, demonstrating participation and interest from all levels of the social platforms of the business.
Create Sophisticated Career Pages
Your careers page is the best place to promote your brand and attract new talent. If a candidate arrives at your website, it should be easy for them to access your careers page. Generally, passive candidates will be more interested to check out the opportunities you have on offer if a link is provided right in front of them. The career page should be accessible with just one click and feature compelling content. You can also upload videos that give visitors a general understanding of your organization in terms of the business culture and opportunities that will be offered.
Post Job Opportunities on Social Platforms
Organizations should promote job opportunities widely online, across an array of social networks. HR recruiters should use social media sites such as LinkedIn, Facebook, and Twitter to discuss new opportunities and create a brand voice to grab the attention of passive candidates who may not actively be looking for a new job.
Create Talent Pools for Future Needs
Recruiting for the moment will limit your talent pool to those candidates available at that specific time, which can damage the quality of hire. It is crucial to think long-term, take the time-strategies to recruit the right candidate for the right roles as frequently as possible. Hiring efforts for roles that may not even be officially available should be performed in the background; it reduces the effort for the HR teams when the requirement arises for those particular positions to be filled.
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