It’s no secret that a shortage of qualified candidates to fill highly-specialized roles has been hurting the IT industry in recent years. In their 2019 CIO Survey, the IT outsourcer Harvey Nash spoke with more than 3,000 leaders in the tech industry and found that a staggering 65% of respondents said that labor shortage is becoming a serious problem for the industry. In such a climate, the competition to source, recruit and hire top-talent applicants can be intense. It is also the reason why employers are beginning to adopt tactics aimed at recruiting “passive” job seekers or candidates who are currently employed elsewhere and thereby not actively seeking a new role.
Here are five tips for communicating with passive job seekers who might be a good match for a role within your company:
By building your company’s narrative (in the form of mission statements and the voice behind your copywriting, for example), candidates will be much more interested in learning more about you.
The more specifically you can define the skills, expertise, and specialties that you need to add to your company, the easier it will be to identify professionals whose backgrounds align with your needs. If a job description and its requirements closely align with their background and skills, passive candidates will be that much more likely to engage with you.
Staffing agencies specialize in connecting engineers with companies who are seeking new talent. Once you’ve developed and strengthened your employer branding strategy, partnering with a staffing agency can help spread the message, mission, and values to all quarters of the industry to help attract top applicants.
Once you’ve established communication with a passive job seeker – whether that was through a staffing agency or by other means – it’s critical to do what you can to keep them engaged and to keep the conversation going. The fact that they’re currently employed elsewhere in all likelihood means that they’re happy in their current position, so excessive communication can ultimately be counterproductive. Rather, you can establish mutually productive communication by occasionally sending them posts that are relevant to their skills, and asking them questions about what their career goals look like.
Your goal while communicating with passive job seekers is to have them apply for a role. If, after strengthening your employer brand strategy, getting in touch with them, and maintaining your communication with them, they’ve decided to pursue an opportunity with your company, it should be your priority to make the process as frictionless as possible. Don’t have them submit their CV and application through an automated system; keep up personal communication. When they’re interviewing, don’t spend too much time asking them about their experience. After all, you approached them, so you can speed up the process by dropping those questions and instead of answering any questions that they might have.
At RightStone, we’re working with IT candidates and top employers to make connections that last. To learn more about how to get connected with top talent, we’re here to help.