All organizations want to hire the best people they can possibly hire. They want to hire the people with the best skills and the most experience, those who provide considerable value and impact the bottom line of their employer.

In short, all organizations want to hire superstars.

However, wanting to hire superstars and actually hiring them are two different things. As you might imagine, it’s easier said than done. One of the reasons that organizations experience trouble hiring superstars is that their approach to hiring them is the same as their approach to hiring everybody else.

We can boil it down to one statement: generally, a company is not going to attract superstars by only posting their job opening online. Monster, CareerBuilder, Indeed . . . it doesn’t matter. Superstars, by and large, are NOT looking at online job postings.

That’s because superstars are typically passive candidates, as opposed to active job seekers. As the name suggests, an active job seeker is actively seeking a new position. Likewise, a passive candidate might consider a new job, but usually only under two circumstances:

  1. The opportunity must be brought to their attention (namely because they’re too busy to be looking for a new position).
  2. The opportunity must be better than the one they currently have. (Candidates like these rarely make lateral moves. It’s not in their nature.)

Let’s break down some of the differences between active job seekers and passive candidates. The active job seeker:

  • Devotes quite a bit of time to their job search, whereas the passive candidate does not.
  • Has already “sold” themselves on the idea of a new job, while the passive candidate has not.
  • Will leap over numerous obstacles if they believe it will bring them closer to their goal of a new job.

Now let’s turn our attention to passive candidates. Generally, the passive candidate:

  • Is moderately happy with their current position, and they might even be happier than that.
  • Is appreciated by their current employer, namely because they’re a top performer with many responsibilities.
  • Is already being compensated quite well, including salary, benefits, and other perks.
  • May not conduct a job search for fear that their current employer might find out, even if they’ve been thinking about conducting one.

Now we’re not saying that an active job seeker can’t be a superstar. They can be, and it has happened. However, more likely than not, superstars are passive as opposed to active. Consequently, if you treat passive candidates like active job seekers, you’re going to “screen out” the passive candidates. Since those are the types of candidates you want the most, you can see how that could be problematic.

Remember: superstars will consider a new position if the opportunity is brought to their attention and if the opportunity is better than the job they currently have.

Recruiters specialize in identifying superstar candidates, presenting an opportunity to them, and then recruiting that candidate for the position. Recruiters engage with passive candidates, providing them with career advice and building relationships with them. In some instances, they place these candidates more than once during their career.

Don’t use the wrong approach to attract the type of candidates you want to hire in the coming year. Align yourself with an experienced recruiting agency that can help you identify these candidates and bring them on board your organization as a valued employee.

Find out more about how The Doepker Group can help you to attract, hire, and retain top talent. Click here for more information about The Doepker Group’s services for employers.

By | 2016-12-12T19:05:07+00:00 December 14th, 2016|Hiring|0 Comments

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