Home › Talent Acquisition, Executive Search, Employment & Employee Retention › FINDING EMPLOYEES: THE IN’S & THE OUT’S, PART 2

FINDING EMPLOYEES: THE IN’S & THE OUT’S, PART 2

Posted on December 1, 2021 by Trinity HR

As even Captain Obvious knows, there are two basic categories of individuals within the labor force. Simply stated, there are:

  • 1) Active candidates – individuals who have their resumes on job sites, have contacted recruiters & let those in their network know they are looking for a new job
  • 2) Passive candidates – individuals who are not pursuing a new job

Too often, a company’s approach to recruiting focuses the vast percentage of its time and budget on active candidates, while essentially ignoring passive ones. Did I hear someone say, “Of course! Why would I waste time and money on individuals who are not seeking a new job?”

Like most of you, I don’t like to waste my time or my money. Yet during my 30 year career as an HR executive followed by 8 more as Trinity’s Founder & CEO, I have intentionally sought out passive candidates — and have often been successful in recruiting them.

Let’s start with why I purposely sought them for my companies during my corporate career and still do for Trinity’s client companies. It is because they:

  • 1) Comprise a significant percentage of the total labor pool
    • According to a Society of Human Resources Management report presented at its September 2021 National Conference, less than 50% of employees identify themselves as “actively searching for a new job, or plan to soon”.
    • Some other sources estimate passive candidates as being 70% of the total talent pool.
  • 2) Are often the most competent within their field
    • When asked if they feel passive candidates’ competency exceeds that of active candidates, employers clearly agree.
  • 3) Surprisingly enough, tend to be more critical of their current employer than their actively looking counterparts
    • This is clearly counterintuitive, but it is borne out in data from other sources.

    • Extreme consumption of alcohol, chronic smoking, diabetes, atherosclerosis, etc. forms some of the general reasons of such output on the life of intimacy. thought about this viagra without prescription

  • 4) May not be pursuing a job change, but it is a major mistake to ignore them based on the presupposition they will not be open to making a change
  • 5) Are more open to listening to an opportunity than assumed – IF the opportunity is interesting to them
    • You get one shot and about 60 to 90 seconds to pique their interest.
    • Truth be told, most in-house recruiters and many external ones working for non-search firms (see Part 1 article) have not mastered this critically important skill.

So the natural question is, “How do I/my organization achieve success in tapping into the passive market?” I’ll address this essential question in Part 3 of this article series.

Author: Salvatore LoDico, CEO of Trinity HR Consulting, Inc
The HR Godfather™

For more information about how Trinity’s team of consultants can help you with finding talent for your company (or with any other people-related matter):

YOU HAVE HR QUESTIONS … TRINITY HAS ANSWERS

Posted in Talent Acquisition, Executive Search, Employment & Employee Retention