Whether you’re looking to hire talent with in-demand skills, women, new college grads, scientists, veterans, or international hires, you need a channel management strategy that enables you to build a database of qualified, interested, and available talent. The most effective strategy includes a mix of active and passive sourcing methods, and the cultivation of a pipeline through identification of priority roles, use of market segmentation strategies, and a database that houses future prospectives.
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While internal and external job postings can provide a pipeline of candidates for your position, there is no guarantee of the quality in who will apply for your openings. Assuming one already has a well crafted and properly branded job posting, firms will need an effective strategy to source, connect and engage passive candidates.
The talent acquisition field hears a lot about passive talent now. A quick Google search on “passive candidates” returns more than 1,790,000 hits. There is no shortage of experts and firms offering advice on how to best search for, engage and hire these elusive candidates.
What is the best way to move forward? Jessica Miller-Merrell offered some great advice in a recent post. She broke down the task into three distinct sources: references, employee referrals and the firm’s current database. Using the references of candidates applying for open positions is an often talked about source of qualified candidates that may not be actively seeking new positions...
For the past few years, the buzz in talent acquisition has been on improving the candidate experience. “We need to eliminate the application black hole,” they say. “Every candidate should get an explanation of why they didn’t receive an interview or offer,” the experts write. In this year’s CareerXroads Mystery Job Seeker Report, Gerry Crispin and Mark Mehler conclude:
“The pace of changing online recruiting practices has, to say the least, been glacial at most companies. This paper highlights many of the same shortcomings that have plagued them for years. Yet what is particularly difficult to understand is why this continues to be the case when the fixes are straight-forward.”
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In June of 2013, LinkedIn announced that they have more than 225 million members in over 200 countries. It is hard to find a professional now who does not have a LinkedIn account and roughly 40% of LinkedIn users log on at least once a day. LinkedIn exists as a social network to connect the workforce, share content, endorse coworkers and find jobs.
Many active job seekers use social networks like LinkedIn to find jobs on a personal level, and one can see many talent acquisition professionals using these same networks and tools, to source “passive” candidates on a professional level. A passive candidate is a qualified individual who may not be actively seeking new employment opportunities but would be interested for the right job. It stands to reason though, that if one asked any coworker if they would be willing to do the same job for more money, better benefits or improved work/life balance, the answer would be yes. The reality is almost everyone is open to the idea of a new job; they are just open to or engaged to that idea at various degrees.
In my previous blog, I discussed that before embarking on a Candidate Relationship Management (CRM) initiative, it is best to segment your jobs; identify rules of engagement (i.e. who, when and how CRM will be used) and finally develop metrics for success. In this blog, I shall share examples of how CRM may be used in talent acquisition.
Employee referrals: Study after study has proven that the most cost effective method of sourcing is employee referral. CRM may be used to capture and engage employee and executive referrals.
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