PASSIVE CANDIDATES

Anyone who handles recruiting has heard all about passive candidates…

It’s the #1 recruiting buzz-word of our time!

Are they actually even any better? How can we avoid hiring someone that’s all hat and no cattle?

Finding the Real Deal. . .

Check it out, LinkedIn did some research on employees in the market and 18% of professional employees are what we call “Active” — they’re out there trying to find a job, actively applying to postings and networking to find opportunities…

LinkedIn also says 20% of employees are “Super Passive” or “Fixed” meaning they’re not interested in talking to anyone about jobs. They’re pretty much giving the finger to recruiters on a weekly basis. They’re in love with their current employer — and props to that employer for having such a great environment that the candidate doesn’t want to be bothered with approaches about other opportunities!

Here’s the real kicker… LinkedIn’s research says 62% of employees are open to considering a new opportunity but they AREN’T actively looking. They’re happy where they are, but they do ultimately want to develop their career long term. At the same time, they aren’t applying to job postings or calling back every copy/paste recruiter sending them crappy emails.

These last two groups are your rockstar candidates. They’re in the zone, they got the blinders on, they’re working hard. They are so bombarded with job postings and crappy recruiting emails that it all becomes static. They’re numb to job descriptions and their resume is out of date. They’re hesitant to deal with the stress of a job search or being in an interview process.

So why are they even valuable?

 They’re certified and accomplished
 They’re highly effective and impactful
 They’re excitable and motivated
 They’re honest and authentic

Simply put… You might just run across a rockstar by chance (but you probably won’t).

Successful Partnerships and Communication

Leaders in the building materials industry have always relied on job postings and contingency recruiters to find their talent.

Many aren’t creating an employer value proposition and most who do aren’t doing it well.

This isn’t their fault, they have active candidates banging on their doors – they don’t have to sell the job when the person applying already wants it!

Passive candidates take more time, they’re harder to reach, they’re harder to sell and they expect much more in the recruiting process.

But they’re worth it…

They deliver. 🚚

Which is exactly why restricting yourself to active candidates is the #1 cause of early turnover also known as the dreaded “coin flip” of hiring…

Look, 46% of all hires turn out to be mis-hires within eighteen months. Then what? You’re back to the drawing board wasting more time finding a replacement.

Do it right the first time

While passive candidates are the perfect target for strong recruiting, don’t let another recruiter speak with one of your possible candidates without first crafting a real compelling reason to attract the best candidates in the market.

If you’re looking to supercharge your recruiting process… check out Elite LBM Talent: The Blueprint (link)

Written by 

President of Legacy Search, James Aiken has been dynamically involved in recruiting the elite candidates within the building materials industry for many years. With strength in sales and operations, James has built out multiple sales teams for manufacturers and distributors alike. Email him at james@legacysearch.net

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