So your organization has an opening for an important position within your organization. You posted that job opening on your company’s website, as well as on the big job boards and also on LinkedIn.

That means you should have a flood of highly qualified candidates from which to choose, right?

Probably not, and here’s why.

Regardless of the state of the COVID-19 pandemic in the country, the talented job candidates who you’re seeking to hire are not going to “break down your door” in search of a new employment opportunity. Unfortunately, some employers are under the impression that all they have to do is throw a job opening on the Internet and it will attract desired candidates. That is simply not the case.

Just like before the pandemic started, the best candidates in the marketplace have options. In addition to your organization’s job opening, they could:

  • Explore the employment opportunities of other companies.
  • Stay right where they are with their current employer.

So if you put a job opening on the Internet, chances are good that the majority of the people who respond to the opening will be either untargeted, unemployed, or both. (Although according to several news reports, even the unemployed are being highly selective about the jobs for which they apply. That illustrates how tight the job market is right now in terms of talent.)

But back to LinkedIn. Some employers also believe that the job candidates they want to hire are on LinkedIn. And they’re right, they are . . . but with a huge caveat.

Even though these candidates on LinkedIn, the vast majority of them are still not actively looking for a new job or employment opportunity. Almost all top candidates are already employed, which means if they are looking for a new position, they’re classified as “passive candidates” and not “active job seekers.”

No matter what the conditions are in the marketplace—good economy or bad—the very best job candidates are not going to “break down your door.” And the reason is simple: they’re superstar candidates, which means they’re superstar employees. Their current employer is going to do everything they can to keep them. They may lay off other people, but they won’t lay off their superstars.

Since that’s the case, if you want to hire them, you must do the following three things:

  1. Find them.
  2. Engage them.
  3. Recruit them.

So what’s your strategy for recruiting passive candidates this year and into the future? How do you intend to find the superstars you need to take your organization to the next level? How do you plan to ensure that your competition doesn’t find them and recruit them before you do?

Your answers to these questions could have a huge impact on your prospects for future hiring success.

If you’re looking to hire exceptional candidates, then we invite you to connect with our team today and see what The Doepker Group can do for your organization.

We also invite you to click HERE to find out even more about the many services that we offer to employers.

By | 2021-07-01T15:36:58+00:00 July 28th, 2021|Hiring|0 Comments

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