The Power of Passive Candidate Recruitment

Today’s employers no longer seek to quickly find a candidate for a position. Instead, they choose to focus on the quality and experience of each candidate that comes to them. While thousands of people are engaging the pursuit of a new job, how many would be considered “the right fit” for the position? Let’s take a closer look at who truly makes up the candidate pool.

 

Jobhuk25% of people are actively seeking new positions. These Active Candidates are people who have recently lost their job or are actively looking to make a new career move.  These individuals actively engage in job boards, seek references for open positions from their personal networks, and speak to staffing agencies for placement. However, these candidates make up the smallest group in the talent pool.

 

It is statistically accurate to say that the best candidate for a position already has a job elsewhere. How can employers target the 75% of individuals who are currently employed? Innovations in technology allows employers to leverage the power of modern connectivity to reach out to passive candidates. Through mediums like LinkedIn, Facebook, and Resume Databases, finding the right candidate no longer relies on simply placing Active Candidates – it is also finding the right Passive Candidate.

 

Jobhuk

Passive Recruitment targets these candidates who are not actively searching for a new position. These passive candidates are often looking for a new challenge, change in corporate culture, or are even open to a new and exciting position. While they are not actively searching, they are open to the right opportunity.  The best professional recruiters use several techniques to tap into this candidate pool. Through leveraging the power of Passive Recruitment employers now have greater access to more qualified candidates than ever before.

In my next blog post, I will expand more on how recruiters source their candidates and how these techniques are used for passive recruitment.

Recruiter Spotlight: Allie Futcher

Time to introduce new recruiter, we like to highlight the success of these placements with an interview with our independent recruiter and the employer. This week we like to introduce an independent recruiter that has successfully placed a candidate with our employers for a $10,400 referral commission.

 

 

Allie successfully sourced a candidate to Daman, Inc for the Lead Business Intelligence / Business Objects (BOBJ) Architect position.

                                                                       Meet Allie Futcher – Managing Partner/Senior Executive Recruiter working as  Independent Recruiter on JOBHUK                                                            Meet Allie Futcher – Independent Recruiter on JOBHUK

We decided to personally interview Allie to give us insight on her Jobhuk successful placement. Follow along in this interview and find out how she used her previous work experience to leverage her sourcing efforts.

 

Allie was working on JOBHUK since last four months and got her first successful placement two months back, she worked for many different clients on Jobhuk. She worked very hard and daily referred more than ten plus candidates to Jobhuk various clients.She was very determined from beginning and had earned $10400 referral money for one successful closure.We Congratulate her on success.

 

Did you use any social platforms to find this candidate? If yes, which ones did you use? If no, what did you use instead?

I used linked-in, indeed.com and a few other sites.

 

What did you primarily like about Jobhuk’s dashboard in the process of sourcing this candidate?

I was able to speak directly to m point of contact on a regular basis and find which candidates they were interested in seeing.

 

What made you become an independent recruiter on Jobhuk?

I was working with another company and was contacted by Jobhuk team member and after our conversation she sold me on the company as well as all of the open positions she had available.

 

How did you find this candidate more qualified over the other candidates?

He had all of the requirements the client needed  and after our interview i knew he would be an asset to the company.

 

We are proud of all our independent recruiters for their continuous efforts at sourcing qualified candidate.

Want to become an independent recruiter? Join Jobhuk and start sourcing qualified resumes for high referral fees.

 

How to write a Job description that rocks!!

“It is recruiter’s job to know how to find the perfect match, but its hiring manager responsibility to provide them with an A-class Job description to drive them in the right direction.”

We try to help out several clients with their “job descriptions” , and being around in the HR space for a while, we find that the majority problems of recruitment starts with not having a proper job description to convey the right message to the recruiters and potential candidates. Many employers, whom we interviewed, never tried to put due diligence in writing proper job description which might clearly state what they are looking for.

 

Too busy for your own Job.

It is always easy to make statements like “I want to hire the best candidate” or “We want perfect fit for this job”, but with out having to define what the “best” clearly means in the Job description, it is quite impossible to find the perfect match.

Hiring Managers are always in a hurry as they have a team to hire and run their projects. They are heavy on multi-tasking and try to put only minimal efforts to provide the right information on the Job descriptions. Most of them search existing job boards and copy the job description make little tweaks and publish out. Many fail to realize that their success of team is in finding the perfect fit for the roles, which in-turn depends on how clearly you convey what and whom you are looking for.

Here are few tips for writing a job description that does not suck.

Who are you?

Company.  Smarter talent is always in demand and they need a good reason of why they should join you against others. Tell your story of what your company is and does, share a story of your culture, sell what difference you make it.

 

What are you hiring for?

Title. Do not use generic titles like Software Engineer or Developer rather be more specific which clearly identifies the job and skill. You can identify level of positions by prefixing it with Sr. (Senior), Jr. (Junior), Mid-Level. Avoid using words like Rockstar, Hero, as everyone wants the same.

Role. Be clear on the role, what the candidate’s role would be within the company. Even while trying to find your co-founder, this is very important which enables you to clearly define who is going to work on what in your company in very early stages.

 

What do you expect them to do?

Responsibility. You need to empower your employees to make them feel more responsible and how they are part of your ecosystem. Defining their responsibility for the Job and organization would set their expectations clearly for the Job.

 

What are  MUST Vs. Preferences?

Minimum CriteriaClearly state the minimum criteria for the jobs if you can. Eg. Degree, specific skills for at least ‘n’ years, specific implementation

Preferences. State the preferences which are not mandatory but good to have. Eg. Many might feel having certifications on some enterprise tools would help them create filters.

 

What does this job pay?

Salary. Be very clear on what you “can” pay. Many a times, we come across employers who say, that they are not sure of how much they want to pay or can pay. We try to educate employers getting them to answer few simple tips,

  • How much can you afford to pay? , then – There has to be a budget you have or your Salary structure pre-designed.
  • Set a range ($xx to  $xx) which enables to negotiate or have flexibility on both sides to talk through the salary.
  • If you are unsure about market rates, try to use the Salary analytics tools like payscale or glassdoor or indeed.com salary trends.

Benefits & other offers. Benefits play a major role for candidates to decide in picking up a Job. Clearly state all the benefits you are willing to offer. Incase of early stage startups, you can clearly define the equity or stock options you offer.

Contract/Temp. For contract & temp positions, you clearly need to define the hourly rate and set the tax terms clearly W2 or 1099. Not defining hourly rate clearly, will get you a lot of inbound spam which you do not want to waste your time on. Along with hourly rate, you clearly need to define the duration of the contract number of hours or months. 

 

Location. 

Even with the current trend of remote work increasing heavily, there are several candidates who still prefer to have a local employer or viceversa.

 

Travel (%).

If the job needs travel, then clearly identify the percentage of travel required for the Job.

 

Keywords. 

Keywords are very important in the world of internet recruitment. 70% of Jobseekers start their job search in Meta search engines like indeed.com and 65% of them look up through Social Media. Both of these channels are dependent on keywords and not having keywords means, you would never be able to get the right traction for your Job.

When working with professional recruiters, these keywords play a major role as, recruiters highly rely on keyword matching to source candidates.

Set as many as and enough keywords in your job description which enables users to clearly see what you are looking for.

At Jobhuk, we have tried to solve this problem with helping employers with our Job posting guidelines and clearly defining a Step by Step form to enter all the required information easily. We also a built in feature for setting up minimum criteria on the Job, which is published as a questionnaire to be answered by recruiters and candidates while submitting their resumes. With out accepting or answering the questions, they will never be able to submit their profile.

 

Job Posting - Description - Step 1

Job Posting – Description – Step 1

 

Job Posting - Salary - Step 2

Job Posting – Salary – Step 2

Job Posting - Finders Fee - Step 3

Job Posting – Finders Fee – Step 3

 

 

Jobshow (2)

 

“When helping Employers, recruiters have limited information about a Job to find the perfect match — which is often true”.

JOBHUK offers employers a way to clearly define  Job description and convey the right information to recruiters & potential candidates helping everybody in the marketplace to see fast and better results in the whole recruitment process.

In our next article we are going to cover some humor and creative Job descriptions.

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