Orange-Line

Passive Recruitment as an Alternative Method to identify Talents

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Author: Salvatore Corradi – FM Chairman

Passive recruitment is one of the strategies for reaching potential talents in a specific sector or field, even when they are not actively looking for a new job position. Due to its invasive nature, it must be planned in such a way that it is not overly aggressive.

First, a good way to attract candidates with specific skills is trying to establish an engagement relationship with these potential resources, through networking, sharing values ​​and maintaining an excellent corporate reputation.

Visibility on social networks and on the web is certainly a fundamental aspect to strengthen your brand and convey your vision quickly and immediately. Consequently, through a good marketing campaign it is also possible to leverage the human resources that could become part of your team in the future.

Engagement can also be encouraged by the willingness on the part of human resources managers to organize informative interviews, webinars or meetings. Through them, they can provide all the details relating to a specific role or a specific department and illustrate the actual benefits offered from your company.

Furthermore, recruiters must also be able to keep the relationship with passive talents constantly alive by planning communication moments, or rather by periodically taking an interest in their current career path and providing any company updates.

When it comes to passive recruitment, a targeted approach is the winning strategy: it is necessary to know how to identify the ideal resources for a specific job position, based on specific characteristics and skills.

Therefore, social networks can be effective and easy-to-use tools to search for and monitor passive candidates and to carefully study their profile using both objective and subjective criteria. These platforms offer the opportunity to actively get in touch with professionals from different backgrounds and to capture their interests and aspirations, including through their registration and interaction within certain groups and thematic pages.

Clearly, a good recruiter must build a network of acquaintances that ensures the availability of the right talent at the right time. Finally, having a database full of information relating to potential candidates can also be extremely helpful.