The Rise of Passive Candidate Recruitment

The global talent shortage is a major challenge for companies of all sizes. In the United States alone, there are currently 11 million job vacancies. This means that there are more job vacancies than people looking for work.

One way for companies to address this challenge is to target passive candidates. Passive candidates are people who are not actively looking for a new job, but might be open to a new opportunity if the right one arises.

There are several reasons companies target passive candidates. First, the pool of passive candidates is much larger than the pool of active candidates. This means companies are more likely to find the right talent by targeting passive candidates.

Second, passive candidates are often more experienced and qualified than active candidates. This is because passive candidates are usually already employed and successful in their current roles.

Third, passive candidates are more likely to adapt to company culture. Indeed, passive candidates are not actively looking for a new job and are therefore more likely to be satisfied with their current situation.

Atlas World Group’s Approach to Passive Candidate Recruitment

Atlas World Group is a global logistics company struggling to fill key IT and technology positions. In order to meet this challenge, they focused on primary targeting of passive candidates.

Atlas’ approach to passive recruitment of candidates is two-fold. First, they use LinkedIn Recruiter to target passive candidates with the skills and experience they are looking for. Second, they leverage the social media of their current team members to share job postings with their networks.

The Benefits of Targeting Passive Candidates

There are several advantages to targeting passive candidates. First, it allows companies to reach a wider pool of potential talent. Second, it gives companies the opportunity to build relationships with passive candidates before they actively seek new employment. Third, it allows companies to target passive candidates who fit well with their corporate culture.

• Start by building a strong employer brand. Passive candidates are more likely to be interested in your company if they have a positive impression of your brand.
• Help passive candidates easily find out about your vacancies. Your job postings should be clear and concise, and you should make it easy for candidates to apply online.
• Customize your outreach. When contacting passive candidates, take the time to personalize your message. This will show that you are genuinely interested in their skills and experience.
• Highlight your company culture. Passive candidates are more likely to be interested in a company with a strong culture. Be sure to highlight your company culture in your outreach materials.
• Provide opportunities for growth. Passive candidates are often looking for opportunities to develop their career. Be sure to highlight the growth opportunities your business offers.

Conclusion

The global talent shortage is a major challenge for companies of all sizes. However, by targeting passive candidates, companies can increase their chances of finding the right talent. Atlas World Group is an excellent example of a company that has successfully implemented a passive candidate recruitment strategy. By following Atlas’ example, companies can overcome the challenges of the global talent shortage and find the right talent to help them achieve their goals.

To follow Kelly Cruse’s work on employer branding, connect with her on LinkedIn. To help you identify the values ​​and culture you want to create in your company, get in touch.