It used to be that part of an organization’s recruiting strategy was to identify passive job seekers. Those are the individuals who aren’t actively seeking an opportunity but they might be persuaded to accept one.
After seeing LinkedIn’s annual Talent Trends report, I’m beginning to wonder how many passive job seekers exist. One of the key findings in this year’s survey was that 90 percent of global professionals are open to hearing about a new job opportunity. 90 percent! If you look at the statistics from Gallup that 2 out of 3 employees are disengaged, that means that engaged employees are still looking for a new opportunity. The question is why.
One of the other data points in the report that I found interesting was associated with what I would call the connection that candidates want to have with prospective employers. Today’s job seekers want to know about the companies they’re applying to. They want to know more than just the job description. Candidates are looking to understand the organization’s purpose and culture.
And it’s very interesting to see what the job seekers are looking for in new opportunities. Career advancement is at the top of the list. If these are things that companies can offer, why aren’t they? And, if companies aren’t providing them, can job seekers expect to get them in their new job?
The good news is that these things are most often communicated by employees. So if you have a great company culture and a robust employee referral program, you’re probably seeing the benefit – which is terrific because employee referrals remain the lowest cost, highest quality hire source.
Finding the best talent will remain a challenge for business. Understanding how candidates want to be recruited is key. It can help organizations develop a candidate experience that achieves recruiting results.0