Passive Candidate Development
What is it?
Passive Candidate Development is a sourcing strategy used to find quality candidates who are currently employed, not actively looking for a new job and who have a particular desired skill set. Passive search is often used when candidates cannot be found by actively posting a job, hosting a job fair or searching for posted resumes of individuals who are job seeking. This entails identifying a candidate list from competitive companies and proactively calling on those candidates to present the new opportunity.
How is it used?
By directly sourcing management positions from targeted competitors within a similar industry and geography focused areas.
Why would organization use it?
The Department of Labor says that 84 percent of the workforce is made up of Passive Candidates. With Passive Candidates making up the majority of the work force, it is important for an organization to utilize this recruiting tool. Using this approach is popular among hiring managers who specifically know what they want in a candidate.
There are many benefits to using this approach. First being it saves time and money. It is very costly for a company to take on a new employee that needs extensive training, with this approach minimal training is necessary. Because the candidate is already an expert in that field, they are highly knowledgeable about that position. Due to the high cost of training, having to provide minimal training save an organization enormous amounts of money. Training can be especially time consuming, especially if they are new within that field. This approach allows an organization to focus on more pressing matters other than training. Also an organization can be assured the job expectations are being met. Organizations use Passive Candidate Development to fill management positions. Since they are some of the most important positions within a company, they need to be filled with candidates that will get the job done.
Since the candidates are passive, they are currently not looking for a job, which makes it difficult to identify them. The candidate will not be utilizing a job board to post their resume or any forms of social media to display their interest in a new position. Also there are no other available options until you know who the person you are seeking is. Another drawback is making the connection since traditional communication is hindered it is important to use alternative ways. A lot of RPO (Recruitment Process Outsourcing) companies rely on cold calling, in which scenarios will be created to first find out who the person is as well as make initial contact with them.
Passive Candidate Development will provide an organization with a high caliber of skilled, quality, and qualified candidates.
Powerful Tools: For Recruiters
A good recruiter not only finds the best talent, but does it quickly and efficiently as well. With Salesforce.com’s application exchange recruiters can find myriad applications to do just that.
While Salesforce is not an applicant tracking system, by utilizing its extensive database of applications, Salesforce can be equally as valuable as a Candidate Relationship Management tool. The PowerDialer application uses a powerful telephony tool, changing the way you reach out to candidates. For high-volume recruiting environments, the application can increase call efficiency by up to 400% through automatic updates of activities, automatic pre-recorded voicemail tool, and their powerful auto-dialer feature. Other applications such as Jobscience allow recruiters to distribute job openings and manage resumes all within the Salesforce platform.
Organization is fundamental in recruiting and that is where the Customer Relationship Management aspect of Salesforce comes in. By embracing Salesforce’s activity and task management features, recruiters can create a more organized and efficient workflow while keeping up a fast pace.
The true value of accurate candidate tracking truly adds to a more pleasant candidate experience. Qualified candidates are more likely to apply to a requisition after speaking to a recruiter that is familiar with them and any previous conversations they may have had.
Byron West
President
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Let us help you HIRE the BEST, FASTER and PAY LESS
Improving Candidate Experience
With 18 days till Christmas, many people are beginning to notice the elaborate Christmas decorations in malls, airports, and grocery stores. But why do so many retail centers choose to spend so much money on Christmas decorations, which they will be taking down a month later? One explanation is to improve the customer’s shopping experience. If a mall chooses not to decorate during the Holidays, customers will most likely choose another, more festive mall for their next shopping spree. The whole idea of improving the customer’s shopping experience seems to be common knowledge in the retail world, but why do recruiters overlook the applicant’s experience?
One explanation may be that there are so many applicants; it just isn’t feasible to ensure each applicant has a good experience. Well, isn’t that the case in most retail situations? An average Wal-Mart store serves over 3,000 customers per day, which exceeds the number of applicants most recruiters see per day. Thus, it’s just as feasible to ensure an applicant has a good experience as it is to ensure a customer at Target has a good experience. The next question would be, how important is it to ensure the applicant has a good experience?
After simply emailing unselected applicants, saying that someone more qualified has been given the position, we received great amounts of feedback telling us how much that simple email meant to them. With 10% of the country unemployed, it’s easy to overlook the importance of your company’s reputation in the hiring process, but in years to come, when unemployment goes down, the steps you take to improve your reputation for giving the applicant a pleasant experience will mean a lot. For example, if you apply for a job at a Consumer Goods company and are treated poorly, that could be a determinant in which product you choose at the grocery store. Your brand name is everything, and it includes your reputation in the hiring process.
Something that should not be overlooked is how easy it is to improve the candidate’s experience. Many applicants will say that no response from a company at which they applied would classify that company as failing to provide a good experience for the applicant. Therefore, it is as easy as creating an automatic response in your ATS (Applicant Tracking System) to thank the applicant for applying and giving them a little knowledge about their current status. In addition, mass emails to those applicants which failed to qualify, will also shed a more positive light on your company.
Simple steps such as these can help to improve your brand name, which can prove to be crucial in tough hiring times.
Byron West
President
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Let us help you HIRE the BEST, FASTER and PAY LESS
Actively Looking for a Job? How do you cover all angles?
In this tough economy, competition for open job slots is fierce. So how do you catch the recruiter’s eye? What sorts of things do you do to maximize your potential of being hired?
The first thing to keep in mind is the recruiters’ perspective. Most recruiters are glancing through hundreds of resumes a day, searching for the one that best fits the job description. Thus, you only have one chance to make the right impression. Make your resume catchy and sophisticated. The standard size 12 typewriter font doesn’t do you any good. Instead, take advantage of free resources, such as resume templates on Google docs or in Microsoft Word. Additionally, make sure that you include every accomplishment that may work towards your advantage.
Once your resume is aesthetically pleasing, your next concern is how to give the greatest visibility to your resume. Companies like Resume Rabbit can post your resume to over 80 job sites for $59.95, but that may not be entirely necessary. With Yahoo! Hot Jobs, Careerbuilder, and Monster being the most popular places recruiters dig for resumes, posting to all three will give your resume proper visibility. Keep in mind that posting your resume to these sites costs you nothing. So, cast a wide net.
As an active candidate for any position your approach should be a more aggressive one. In addition to posting your resume, searching for relevant job postings can be beneficial in staying up to date with new jobs. While searching for posts on the big three (Hot Jobs, Monster, and Career Builder) may be effective, there are still more efficient resources that can be used. Sites such as Indeed and Simply Hired are increasing in popularity, and for a good reason. By taking advantage of these sites, job seekers can view postings from various job boards and career portals simultaneously. Using Indeed and Simply Hired can cut the time you spend searching for jobs in half.
With competition for open jobs increasing more and more, its essential to cover all the angles involved in being an active candidate. Creating a powerful resume and posting it to the right sites is a great way to give yourself wide spread visibility in the eyes of recruiters. In the same sense, using Simply Hired and Indeed ensures that you are aware of any job postings which could relate to you. Taking advantage of these resources can make your path to finding a new job a quick and painless one.
Byron West
President
Your trusted HIRING PARTNER
Let us help you HIRE the BEST, FASTER and PAY LESS