In the dating world, you often hear, “Why are all the good ones taken?” It seems like a lot of dating analogies can be applied to recruiting, as well. And it makes sense because finding the right guy or gal for a relationship is equally as difficult as finding the right candidate for the role you’re hiring for.
When it comes to recruiting, though, the “taken” ones are often referred to as “passive candidates.” Passive candidates are workers who are already employed by one company and may not necessarily be looking for a new job, but they have the right skills you’re looking for or are the perfect fit for your company.
How can you recruit candidates who aren’t actually looking for a new job? Eric LaBadie, VP of Global Sales at Mya Systems, joins us in the Q&A below to discuss how talent acquisition (TA) professionals can successfully recruit passive candidates.
HR Daily Advisor: Where can recruiters/TA professionals find passive candidates?
LaBadie: Recent record-breaking employment rates are making organizations increasingly reliant on outbound recruitment models. Hiring teams spend countless hours sifting and sorting through databases to identify possible prospects. They use e-mail, phone, and LinkedIn InMail to try and solicit those passive candidates, resulting in industry-average response rates of 1%–2%.
However, the reality is that most companies are inexplicably looking elsewhere, even though they have a large candidate pool readily available within their tracking systems and existing databases. Some have tried using basic chatbot solutions with simple yes/no and multiple-choice response systems that feel impersonal, can be mistaken as spam, and fail to build trust with candidates.
Some recruiting chatbots have amassed millions of data points to train conversational artificial intelligence (AI) in the context of passive sourcing and talent pool management. The result is a system that can communicate seamlessly with candidates in open-ended, natural, and dynamic conversation, delivering dramatically improved engagement rates and candidate experiences.
These types of platforms can work with a company’s applicant tracking system, LinkedIn, and other sourcing platforms to connect with the perfect passive candidates for the specific role.
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