The talent market is, for the foreseeable future, an unpredictable and potentially volatile landscape.

As such, the pursuit of the best talent is an ongoing challenge. While active candidates flood job boards and respond to listings, a hidden gem lies in the realm of passive candidates—those content in their current roles but open to new opportunities. According to recent statistics from Glassdoor, a staggering 85% of the workforce comprises of passive candidates, with 45% willing to engage in discussions about potential job changes. The key to recruitment success, therefore, lies in expanding the talent pool to include this untapped segment.

Understanding passive candidates

A passive candidate is an individual already employed and not actively seeking a new position. The allure of passive candidates is their potential openness to new opportunities, presenting recruiters with a unique challenge and opportunity. Crafting a recruitment strategy tailored to their specific needs is essential for successfully identifying, engaging, and ultimately hiring the best passive candidates.

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Recruitment | Are Your Candidate Sourcing Channels Truly Effective?

1. Embrace the power of AI

In the digital age, leveraging Artificial Intelligence tools is paramount for efficient sourcing, screening, and matching. These tools, equipped with customised algorithms, seamlessly integrate with platforms, enabling recruiters to pinpoint ideal candidates swiftly.

AI-powered solutions can quickly identify internal candidates through advanced matching, harvest resumes from popular job boards, streamlining the sourcing process and intelligently match jobs to candidates based on specific criteria. They can also uncover similar candidates through sophisticated matching algorithms. Investing in AI not only streamlines the sourcing process but also enhances the accuracy of matching, ensuring recruiters connect with the most relevant passive candidates.

2. Harness social platforms

Social media has become an indispensable tool for sourcing passive talent. Platforms like LinkedIn, Facebook, and X provide recruiters with unique opportunities to engage with potential candidates.

On LinkedIn, you can utilise advanced search features to find candidates based on industry-related keywords and specific criteria. On Facebook, you can leverage targeted search capabilities to connect with high-quality candidates who may be less responsive on LinkedIn. And, on X, you can employ marketing-specific keywords and hashtags to identify potential candidates engaged in industry conversations.

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