Help (Passives) Wanted!

Struggling to attract the best candidates for open positions? The job market is tight and the best talent is probably already employed. So how do you break through to these individuals, referred to as “passive” job seekers?  A recent LinkedIn webinar revealed useful findings from their survey and analysis of thousands of passive and active job hunters. Highlights include:

  • 66% want to know the Culture and Values of an organization
  • “Passive” job seekers won’t become “active” applicants until: they know “the real deal” of working at another company; they have a clear understanding of a new employer’s expectations of them as an employee.

Think of your recruiting practices; how do they address the demands of passives? Here are 8 tactics to appeal to passives and boost your recruiting success:

  • Culture: What qualities set your organization apart, make it unique? Define your culture! Do your perks/ benefits/ practices support your unique culture and help it stay appealing? Does your website/ social media help passive browsers explore and understand your culture? Use authentic pics/ videos of employee’s expressing workplace satisfaction in their own words.
  • Transparency: Can curious applicants easily find meaningful information about your company on your website/ social media channels? New expectations around transparent pay practices is increasingly impacting discussions with potential hires; they want to know if an employer is committed to pay equity. Be prepared to openly describe your pay practices with bold applicants who ask; better yet, “WOW” promising passives by initiating the conversation!
  • Communications: Are passives and applicants able to easily communicate with your organization and find out more about the company and their status in your screening/ hiring process? Are they informed of being declined in a timely, respectful, appropriate way- or are they left hanging? This impacts an employer’s online reputation, especially important among passives!
  • Values/ Mission/ Community: Is there evidence of your organization’s commitment to living its values and contributing to the community? Is this corroborated by third parties like awards/ articles/ etc.? What makes your work meaningful? Look for ways to spread this message throughout your process; passives want to know.
  • Career Growth and Development Opportunities: Is your organization a place for employees to learn, grow and be challenged? Is this celebrated on your career site, during applicant discussions and in social networking outlets? Passives may be more attracted by this than higher compensation.
  • Flexibility: Millennials/ Xers/ Boomers all agree that flexible work schedules, assignments and worksite location are a valued workplace benefit. Do you offer and support workplace flexibility where practical? If so, brag about it to applicants!
  • Gigs: The labor force participation rate of those 65+ is rising, at a time when other segments are stagnant or declining; gigs are preferred over full-time employment. Short-term and /or part-time flexible employment options allow this group to contribute meaningfully, supplement retirement income and share their rich skillsets in new ways. Passives may also use gigs as a safe way of exploring a potential new employer before going “all in”!
  • Employee advocates: Possibly the most effective method of engaging with desirable candidates is by encouraging your existing employees to pass along referrals. LinkedIn’s data shows that passive candidates are hungry for information about a potential new employer, so they make efforts to connect with current employees to learn “the real deal”.

MSEC offers many resources and services to help members to succeed in recruiting. Call us today!