Top 10 Tips for HR Managers to Reach Out to Passive Talent
Passive candidates aren’t actively seeking their next role—they’re too busy changing the world in their current positions. So engaging with these top professionals requires a different approach.
LinkedIn Recruiting solutions, the leader in talent recruitment recently developed a framework for recruiting passive talent. The framework has been developed in consultation with several customers based on their InMail responses.
Here are 10 tips that will help you to successfully reach out to this passive talent and attune recruiting strategies to hire such talented individuals in the company.
- Get on the same page quickly. Meet face-to-face with your hiring manager to understand the role’s raw skills and personality requirements. Share sample LinkedIn profiles to set the baseline; agree which qualities are essential vs. nice to have. Develop a winning employee value proposition/ ‘sales story’ for each new role.
- Be the strategic partner they want. Keep in touch with hiring managers even when there’s no open job, to proactively uncover the needs of the business and understand the organization. Share insight on your best sources by tracking success of prior hires.
- Build and leverage your own hiring team. Connect with all colleagues on LinkedIn to solicit referrals and cherry-pick from their networks. Make it the responsibility of every team member to identify great candidates
See: The Pros and Cons of Passive Candidates
- Find the stars beneath the radar. Look beyond initial search results. Don’t disregard skeleton profiles, and ask other LinkedIn members to identify outstanding but “un-findable” colleagues with limited or no online presence.
- Immerse yourself in the candidate’s world. Get smarter on the industry, using sources like LinkedIn Today to keep up with hot relevant topics. Research your prospect’s current role and leverage mutual connections when possible.
- Build relationships, avoid being transactional. Send fewer, more targeted InMails. Compliment profiles sincerely, and ‘dangle a carrot’ to lure them in rather than blasting out lengthy job descriptions. Ask to connect and continue the dialogue.
- Listen and adapt. Invite candidates to talk about themselves, uncover their needs/motivations, and keep detailed notes on their profiles or within LinkedIn Recruiter at every touch point. Reflect their input as you explain why your opportunity is right for them.
- Develop your personal brand, online and offline. Balance social network activity with live conversation – on the phone or in person – to make a lasting impression. And regardless of the channel, be transparent, honest, and positive.
- Keep the door open. Be respectful of candidates who are either too junior, not ready to move, not ultimately hired, or not quite right for the current role. Today’s up-and-coming analyst is tomorrow’s top-performing hire, hiring manager or referral source.
- Mind your manners. Be patient when waiting for replies. Rather than hounding prospects relentlessly, stay top-of-mind by using indirect channels like LinkedIn status updates to stay visible and showcase your knowledge. Always reply to candidates, and never waste their time.
Follow these 10 tips wisely to ease the smart hiring process and recruit talented individuals in the team to scale new heights of success.
News and Image Credits: LinkedIn
Also read: Employer Branding Strategies to Attract Talent
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