We’ve been seeing a lot of discussion about passive candidates recently but one article in particular has caught our attention.
The article in question is a great little infographic from LinkedIn commented on by Tony Restell at social-hire. Once again examining the passive candidate, this time both Tony and LinkedIn are exploring what motivates these workers to leave their current position and how as recruiters and employers we can best seek to attract this talent.
Perhaps surprisingly and contrary to what might be popular belief, salary appears to rank rather low on the priority scale for passive candidates. In fact, according to this infographic, compared to their active counterparts passive candidates are more likely to be concerned with culture fit, the need for challenging work and most importantly the desire to make an impact in their position.
So what, if any, changes would we need to make in our approaches to passive candidates in order to ensure we have their full attention?
Rather than highlighting a bigger salary, this article recommends instead a personal, targeted approach of individual candidates, focussed on learning what motivates and drives them. Remember, you sought them out and not the other way around; by demonstrating you see each candidate as unique you’ll show them you’re focussed on bringing them a great opportunity and not just trying to fill a gap. Your current employees are a great resource and may know someone who would be the perfect culture fit.
This is all sound advice and fits in with BRS Global’s experience as experts in passive candidate recruitment. In addition to what is mentioned above, we’ve also found a candidate’s personal situation to be a huge motivational factor – a large bonus may be a lower priority to someone with a young family in comparison to the opportunity to move to a more child friendly area. Family, social ties and maintaining a work life balance are increasingly a more significant factor in determining whether to a candidate will relocate or accept a longer commute.
Even if the best candidates who are most obviously suited for the role and would seemingly benefit greatly from a move are still not interested, the best strategy is often to keep the door open and include them in your talent pipeline for the future. The most important question to put to any candidate who has just said ‘no’ must always be ‘who do you know?’
These are just a few of the top tips we have here at BRS Global for ensuring we bring our clients the very best passive candidates. If you’d like to know more about our bespoke recruitment research services please visit www.brsglobal.com or contact us directly on +44 20 7748 4393.
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