Article: Plan for Future: Architect Passive Candidate Outreach

Talent Acquisition

Plan for Future: Architect Passive Candidate Outreach

Understand passive candidates, build a strategy and engage them.

More than 50% of talent is passive talent. The macroeconomic environment is continuously changing and multiple companies are scouting for a candidate with a certain type of niche skills. A passive job search occurs when someone who is currently employed is open to hearing about new career opportunities but does not actively seek out and apply to new positions.

People Matters in association with LinkedIn Talent Solutions conducted its second Module of the certification program, Social Hiring Masterclass Series. The session focused on the best ways to search and engage with the passive talent on social platforms – across geography, job role, industry segment, generic or niche role or any other parameter. This module was conducted through a webcast delivered by Usha Murthy, TA Head - APAC R&D at LinkedIn and Ragini Jaswal, Sr. Customer Success Manager at LinkedIn.

After highlighting the specific characteristics of passive talent, the speakers talked about the journey that organizations need to embark on to achieve passive candidate engagement. Here’s what was covered:

Identify:

Before you start your journey, reflect upon the target segment that you want to hire.  What are the typical segments that companies look out for?

Define:

Once you have identified your target audience/segment, define your value proposition.

Engage: 

There are a variety of channels available today in order to engage your target segments. However, you cannot utilize any platform for any talent segment. The speakers discussed examples of social platforms and channels one can leverage as a medium to engage.

Manage and Sustain:

As a final point, it is extremely important to make sure you are going on a right track and how far you have reached towards your goal. It is important to measure what we have achieved so far both at the organizational level and individual level.

Whatever metrics you use, ensure that they are easy to understand and derive at. Additionally, make sure you don’t ignore the qualitative aspect of measurement while measuring your progress. For detailed insights and examples watch the video.

Stay tuned for the third module that will focus on how recruiters can build persuasive communication skills.

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Topics: Talent Acquisition

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