In a world where human talent equals company development, searching for experienced stuff becomes a priority. Recruiting teams, without any doubt, play a major part in finding talented professionals. Of course, like any other industry, HR management does not stay static and keeps evolving. In 2020, recruiters should keep an eye on the following trends and tools.
Passive Vs. Active Candidate Search
Most effective recruiting teams today combine both of these approaches. Searching for active candidates is a relatively ‘passive’ job for a recruiter. All it takes is creating an appealing job ad and waiting for the inevitable flow of applications to roll in.
The search for passive candidates is the exact opposite since it requires a way more proactive approach from a recruiter. Candidates, on the other hand, are waiting for new job offers to roll in. Passive candidates are pro experts who do not need to actively apply for new positions because they already have a job. They can, however, consider changing their current place of work if the offer is good.
The main reason why so many recruiters today are looking for passive candidates is that already employed people have more experience than most active job seekers. So, they could bring more value to the company.
Social Media & Professional Networks
Recruiters can find both active and passive applicants via a variety of recreational and professional social networks. To attract active applicants, you will have to think of an appealing ad and define a relatively narrow target group of users. The major benefit of social media for a professional headhunt is that your ad may appeal not only to active but also to passive candidates. After all, most employed and unemployed blue-collar workers regularly spend time on Facebook and LinkedIn. Besides, both of the above examples are suitable for passive candidate search — if not enough of them react to ads or social media campaigns.
Personalized Approach to Contacting People
When recruiters come across suitable passive candidates on social media, they can always contact these people directly through a given platform. However, LinkedIn is now teaming with recruiters who do not cope with their job well enough. As a result, a lot of messages on social media remain unanswered.
Contacting a person via a personal email is a way better idea as it will definitely draw more attention. There are plenty of tools that can make expert email address search quick and effective. SignalHire is one of them. In fact, this is a stand-alone tool with its own database of professional contacts. So, you can start your search for passive candidates directly on this platform, instead of first looking up people on social media sites.
One more reason to consider professional recruiting software with its own database is that it allows arranging relevant candidates into lists and often provides team access to the same data. So, for example, when looking for a mortgage centre on signal hire, the person compiling candidate lists can make this info available to all team members.
Employer Branding & Content Marketing
Still, getting prospective candidates’ contact details and reaching out to them directly is only half of the job. After all, recruiters must be convincing enough to make candidates reconsider their current positions. And, once again, we must go back to social media — for marketing campaigns and employer branding.
Prospective candidates will be evaluating your company activity, and social media is the place to shine. After all, income is not the only motivation a professional expert has. Being part of a friendly team that makes a difference is equally important for today’s talents. Employer branding can help convey this exact message.
Those are the three building blocks of today’s recruiting. Balancing all three brings effective results and takes companies to new levels of development.
