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When it comes to recruiting, we all know that passive candidates—those who aren’t actively job hunting—can sometimes be the best talent out there. But engaging them? That’s where things get tricky.
Hiring for multiple locations is more than just a numbers game—it can be a real challenge to get right!
In a perfect world, recruiters would easily find unicorn candidates for every open role. In the real world, that outcome is possible, but it relies on a successful candidate-sourcing strategy.
Growing unrest in the U.S. has shown a spotlight on diversity, equity, and inclusion – or lack thereof – in the workplace. While there’s a growing consensus that addressing inequality in the workplace is a must, achieving a diverse and inclusive workforce is still largely an aspiration. A 2019 study by the Center for Talent Innovation found that black professionals hold only 3.2% of executive and senior manager positions and less than 1% of Fortune 500 CEO spots.
If you are an HR professional who is in the business of recruiting top talent, you’re also a marketer—whether you identify as one or not. It’s truer today than ever before that recruitment and marketing go hand in hand. With so much competition in the hiring market, niche opportunities, and fastidious job seekers, as a recruiter, you need to identify what makes your company special and market that message to candidates in an authentic and attractive way.
In the world of a recruiter or HR manager, talent is everything. Sure, there may be other aspects to the job, but if they aren’t leading to quality candidates-turned-new hires, these efforts are ultimately all for naught. At the core, people are what keeps a company growing and moving forward, so one of the most important things you can do in talent acquisition is create a recruitment marketing plan that equips it for today’s challenges and tomorrow’s opportunities.
The coronavirus pandemic has prompted massive layoffs which have sent millions of people back into the job market. In under a month, U.S. unemployment claims reached 26 million, effectively erasing all job gains since the 2008 Great Recession and likely signaling the start of a new historic recession.
Landing top talent is and will always be a top priority for recruiters and HR managers. In order to be competitive, companies need to look for ways to stand out as preferred employers—that’s where employer branding comes in.
LinkedIn is widely considered one of the most powerful tools in a talent acquisition professional’s toolkit. It’s the world’s largest professional network with a user base of over 610 million members. Understandably, that size can often make it hard for any one person to stand out from the crowd. You can, however, become a LinkedIn branding superstar by taking advice from those who do it best.
Studies show that only 19 percent of candidates are actively looking for a new job. The other 81 percent are referred to as passive candidates. Just because these passive candidates aren’t actively looking for a new job doesn’t mean that they aren’t open to considering new job opportunities. If you want to attract the best applicants in today’s highly competitive job market, it’s crucial to engage with both active and passive candidates.