The best person for the job is always out there, but how can you find them if they aren’t actively looking for a new role?
Sometimes, the ideal candidate may not be actively searching for a role. This can be a challenge for employers, especially when it comes to recruiting for hard-to-fill roles, so it helps to think outside the box.
Here are five ways to find and attract candidates who aren’t actively looking.
- Become more social
Social media is the ideal forum for posting unique content that promotes your employer brand and resonates with prospective recruits. Matthew Munson, Managing Director at Talent International, suggests posting video content to show a glimpse inside your organisation.
“Video content for social media can help potential candidates understand who you are and what you stand for,” he says. “You can profile employees, show video footage from team events and promote anything you are doing in relation to corporate social responsibility and how you are giving back to the community to help people connect to your values.
“To attract the best, you really need to demonstrate your values and what candidates will get out of joining your company. Make sure this is also clear on your website, especially on your careers page, and consistently messaged through your social channels.”
- Encourage your employees to be company advocates
The most authentic insights into company culture come from your current employees, so give them the resources they need to become your company advocates.
Imogen Studders, General Manager Operations at Davidson Recruitment in Victoria, says this could include providing guidance on acceptable work-related social media posts and encouraging them to share your news via their networks.
“You could also create an employee referral system that rewards staff for referring qualified candidates from their own networks,” she says.
Munson also suggests encouraging your leadership team to become company advocates by speaking at seminars and events. “People want to work for good companies, but they also want to work for good people,” he says. “Your leaders are so important in connecting with potential candidates and showcasing the talent you have in your organisation.”
- Stay connected with past employees
Past employees may be the perfect candidates for your next role, so don’t lose contact.
“Maintain good relationships with past employees and keep them up-to-date on new developments at your organisation,” says Munson. “If they have the skills you need for a new role, they could be the perfect candidate, because you already know the value they can bring.”
Munson also recommends creating an alumni program for previous employees and encouraging them to be your company advocates in the market.
“Jeff Bezos is widely quoted as saying that your brand is what other people say about you when you're not in the room. When endorsement comes from someone who has been on the inside of your organisation, it is particularly powerful."
- Keep in contact with your top candidates
Some hiring decisions often come down to the wire, so it pays to keep in contact with your most impressive candidates.
Studders suggests maintaining a central database of previous candidates that you can draw on, especially for hard-to-fill roles. “Recruitment can be a close call between two or three candidates, but only one can get the role,” Studders says.
“Keep in touch with the candidates who impressed you. Show an interest in their skills development and their career goals and keep them informed about what’s happening in your organisation, in terms of new projects or initiatives that might interest them. When a role becomes available, you may be more likely to attract them.”
- Tap into talent search tools
Recruitment tools can also be a fast and effective way track down talent. SEEK Talent Search allows you to search and connect with candidates. It can match the most relevant candidates to your search, and its advanced sort and filter functions can help you narrow down to the ideal candidates.
“We use the SEEK Talent Search database, which gives us access to candidate data, like career history and other details that help us identify the candidates that we may want to connect with,” says Studders.
“I recommend taking time to read a candidate’s career history carefully so you can personalise your approach when you contact them.”
The most successful recruitment strategies include a range of approaches to capture the attention of candidates who may not be looking to make a switch. It requires thinking outside the box for ways to promote your employer brand. And it’s worth the extra effort when you find the best person for the job.
