The modern recruiting process is increasingly complex, as companies compete for a shrinking pool of talented applicants. To be successful, it’s important to focus on both active and passive candidates. While active candidates are easier to identify and attract, passive candidates may be a better long-term investment.
The biggest platform where professionals engage, LinkedIn, found in a recent study that,
Recruiters have no choice but to devise a plan to source and recruit candidates from the larger pool to achieve their recruiting goals. They must be proactive in building a pool of passive talent to readily hire as and when needed.
Let us start with what exactly a passive candidate is.
“Passive candidates are individuals who are satisfied with their work and are not actively searching for new employment opportunities. Passive candidates can be reached through a strategy of quality marketing recruiting such as inbound recruiting.
The term passive candidate was coined to describe the special target group of potential candidates who do not submit their applications. Those are often successful individuals with highly respected skillsets and knowledge.”
Now that we know what exactly our target market is, it is also important to note their demographics. This will help us how and where to find them.
There’s no denying that Millennials have a sense of entitlement. They expect to be rewarded for their work, and they don’t hesitate to voice their displeasure if they feel they’re being treated unfairly.
This is the exact reason that Millennials are social media savvy and use their online presence to build their personal and professional brands. They crave connection and are always looking for ways to engage with others.
To reach millennials, recruiters need to think like millennials and create recruitment campaigns that are interactive and engaging. Additionally, they must focus on creating content that is relevant to millennials and addresses the issues that matter most to them.
This also means being more social and extroverted in your recruiting-marketing efforts. It also means being omnipresent on platforms where passive candidates are active.
Social Platforms for Professionals
When you first read the heading, we know it auto-fills your mind with the LinkedIn – a social platform for professionals. But that isn’t the case! It may be the most popular one but not the entirety.
There are many social platforms to engage professionals from different niches.
While these are just a few of them where passive candidates thrive in abundance. These are the platforms where you can directly evaluate them with the work they present.
You can interact and engage them through platforms and pitch them for recruitment requirements when needed.
Instead of relying on one platform which is crowded, competitive and a few times inactive (profiles), why not utilize platforms
which are active and more engaging to the niche profiles?
Give it a thought!