Passive applicants, on the other hand, are 17 per cent less likely to need to learn new skills when they start a new job. Employers benefit from a quicker return on investment and a smoother transition for their employees by requiring less time and money to train them. Researchers discovered that passive candidates are a whopping 120% better at bringing with them the contacts and expertise that would help to up-skill current employees as well as propel firms into the next stage of growth.
Five top tips for attracting passive candidates
Keep up with your research and don't stop.
The only way you can learn what a great candidate would have to give up in order to join your organisation is to spend time with them.
A personal approach is essential since the best applicants are likely to be competing with many other organisations for their attention. As a result, doing thorough background checks on potential hires to learn about their professional background, experience, and motives is critical to establishing your professionalism, meticulousness, and expertise in the field while also piquing the prospects' interest in your business.
Go back and look at the candidates and contacts you've had in the past.
What if your existing databases hold the key to finding the ideal employee? Years ago, he or she might not have been qualified for a position on your team, but now they are.
In addition, because they were formerly interested in a position inside your IT recruiting firms, they will already be familiar with your company, which makes it simpler to reduce competition from other interested parties.
Referrals
A competitive employment offer is more than just a high compensation. An existing employee's suggestion is especially valuable because it is based on first-hand knowledge of the company's culture, flexibility, and perks.
According to one study, 78% of recruiters rely on personal recommendations when looking for top-tier prospects. Employers may speed up the hiring process by making use of professional networks and rewarding employees who suggest new hires.
Improve your web visibility
It is becoming increasingly important to establish a virtual brand, or risk causing doubts in the minds of potential customers about the legitimacy of your business, as digitization continues to sweep the globe.
Creating a blog, updating your website, or building a social media plan are all ways to improve your online visibility. You can create a following, raise your profile, show off your manufacturing recruiting firm’s culture, and eventually attract passive candidates to your organisation by providing industry insights and corporate news and promoting relevant events and campaigns online.
Refine hybrid policies for the workplace
Hybrid working looks to be here to stay in the post-COVID age. EY's 2021 Work Re-imagined Employee Survey found that more than half of workers would contemplate quitting their jobs in favour of a flexible work environment after the pandemic.
However, it is not enough to simply mention that a position is flexible. To ensure that a hybrid working model is successful, it is critical to set expectations for the number of times employees are expected to be available and their working hours to ensure high levels of employee satisfaction and retention.
