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Valuable Passive candidates - Use of technology to find them before the competition does

While some organizations attract talent with no or less efforts, this is no longer the norm for most companies. Today, it's far more important for a recruiter to be proactive when finding candidates. Today's professionals expect employers to search for them and they take their online branding and positioning very seriously.

According to 2015 LinkedIn Talent Trends report, 75 percent of 18,000 employees surveyed considered themselves passive candidates. However, 85 percent of the surveyed employees were ready to talk to a recruiter and know about better opportunities.

The competitiveness of the market today can be judged from the fact that candidates have a number of job offers in their kitty and they evaluate each offer on the basis of individual standpoint such as work-life balance, company culture etc. The study mentions that laterals with good experience are in huge demand and the problem is compounded by the fact these are usually not active candidates.


Who exactly are Passive Candidates?

A passive candidate (passive job candidate) is someone who is well qualified and can be considered for a position open with the Organization but is not actively searching for a job.

Active candidates apply for jobs through job portals, Company websites or referrals. Passive candidates, however, are reached out to by recruiters. Passive Candidates are often skilled in niche areas/ technologies, top performers in their field and are difficult to reach.


Oracle corp. through a research in January, 2016 identified the inner motivation what truly drives passive candidate to take another job opportunity and the key motivation factors are as follows.

  • Professional development
  • Compensation 
  • Challenging Work

     

 Some commonalities amongst passive candidates are as follows:

·         Professionals in the age group of 22 to 40 years

·         Satisfied in his/her current job and not enthusiastically scouting for new opportunities

·         Such candidates are actively engaged on social networks such as LinkedIn, Xing or job-seeking portals

·         A high growth job is one that could convince such candidates to move to a better one

·     Candidates face a number of choices when they switch their jobs based on supply-demand dynamics (high demand for talent and smaller number of qualified professionals);

 

Key challenges in hiring a passive candidate:

Differentiation - There has to be a differentiating factor in the way an Organization approaches a passive candidate rather than the traditional   mode of recruiter phone call or emails.

 Channel - Passive candidates are generally interested in talking to managers or their future colleagues rather than the recruiters to get first  hand insight into their future role and culture of the Organization. Hence recruiting teams should find innovative ways to achieve this      interaction.

Speed - Competition in the market for talented passive candidates are high. They might be having multiple offers once they decide to leave   their current job. Hence the recruitment team should act fast.

Engagement - Passive candidates should be provided with a workplace approach which motivates them to be their best in the work they do  which in turn meets Organizational goals and objectives and make them feel enhanced and empowered.

 

HR technology plays a key role in finding the passive talent through various ways of creative and Salient features. (to be continued)

 

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