The hiring process can be exhausting. There are many stages in the process and usually several players who need to be involved to bring it to a successful conclusion. A lot of thought goes into hammering out the details of the position and the expectation of the potential candidate, so it’s easy to overlook some essential elements in the transaction.
Types of Candidates
Getting the job opening posted accurately in all of the right places can be a daunting task in itself. Then there’s reviewing a boatload of applications, not to mention scheduling and participating in lengthy interviews; and then there’s the potentially volatile negotiation phase. Somewhere in this web of activities, many hiring managers overlook a critical element – the passive candidate.
Passive candidates are not applying for your job postings. Passive candidates are not looking for a job at all. These potential employees must be actively sought out well before the job is posted. The advantage to seeking out passive candidates is precisely because they are not actively looking and competing for open positions. And recruiters have access to these qualified candidates no one else is pursuing.
Recruiters are very familiar with passive candidates and are adept at seeking them out and getting to know them. They actively build an ongoing network of potential candidates. Recruiters have a pool of potential candidates at all times to consider for their searches. They know that candidates who aren’t actively looking for employment are sought after, skilled . . . and already employed. Recruiters are aware of this fact and use it to their advantage. They network and vet candidates in advance making the whole process faster and more effective.
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