When looking for the right person to fill a position, there are various ways to go about it. Of course a company can utilize active recruiting: Post a position online or in a newspaper, searching for that unknown person who has a great resume, solid references, and a positive attitude that shines through in an interview. An active candidate does just that, looks actively for a new position for various reasons: current unemployment, unhappy in current position, job was outsourced or no longer exists, questionable stability with the current employer, etc. It’s worthwhile to take a serious look at candidates looking to make a change — they may fit your needs well.
For filling your most important positions, however, do not forget about the concept of passive candidates, someone who already has a job and may not be looking, but who may fit perfectly in a position with your company. Passive recruiting has a number of benefits:
- Because the candidate isn’t actively looking, you won’t have to compete with other offers. Since they’re not looking, you have the monopoly on presenting a new opportunity for them to seriously consider.
- The main argument against passive recruiting is a company’s worry that they do not have the resources needed to put together a strategy for this. However, resources exist that will help you put a strategic plan together without breaking the bank.
- Think about it this way: At a time when resources in general have caused various companies to cut back, this requires careful thought as to where and how those cuts occur. This, in turn, requires careful thought about which staff members will stay and what kind of talent will be most beneficial. If your recruiting team can anticipate needs ahead of time using something like passive recruiting, you can have quality employees waiting in the wings so you don’t lose stride when changes need to be made.
- As you employ passive recruiting, you will gather a pool of potential employees and, as pointed out above, have a solid reserve of skilled candidates. Even if the person is truly passive and doesn’t want to leave his job at the time, who knows what may happen a year down the road? A candidate who hears from a company over time will feel wanted and appreciated — a strong foundation for a working relationship and one that will more likely lead to a long-term commitment to the company if they choose to take the job.
Passive recruiting doesn’t have to be entirely passive. Making a clear investment in candidates who have already proven their talent can definitely benefit your company — who better to bring onto your team than someone who has exactly what you want? See what you can do to best utilize passive recruiting for your benefit, or any of your other hiring needs, by talking with the expert recruiting team at PrideStaff Thousand Oaks. We can help you create a strategic staffing strategy today!