In our previous blog about passive candidates, we discussed how you can attract applicants who are primarily motivated by personal factors such as salary, cutting a career path and working for a “dream company.”
In the first blog of this series, we discussed that most employees — even the ones who appear satisfied in their current jobs — are open to the idea of changing jobs if the right opportunity comes along.
In the “Reaching Passive Candidates” blog series, we’re examining how talent acquisition professionals can use candidate motivators and elements of employment branding as a method of triggering a passive candidate’s interest in a job.
The challenge Recent restructuring changes were hindering perceptions of what it’s like to work at Kennametal.
Recruiters understand that passive candidates do, in fact, keep an ear to the ground about job opportunities. They may not have embarked on a job hunt — filling out applications and submitting their resumes — but they’re aware of what’s happening in other departments and companies.
Losing quality applicants because they don’t fit your current openings is a common talent acquisition problem. You need to nurture relationships with interested candidates, keeping them engaged with your organization until the perfect-fit opening comes along.
Passive candidates aren’t as passive as you think: 90 percent of global professionals admit they are interested in hearing about job opportunities.
There are probably as many different reasons to look for a job as there are people looking, and every experience is different. So how do you create and communicate a message that will speak to many different kinds of people?
Much attention is given to how talent acquisition professionals should attract passive candidates. When it comes to active candidates, we can spend less time on these prospects because we assume “post and pray” is an appropriate strategy.