Passive Recruiting With Conversation-Based Content
The world of recruiting has embraced many new shapes and forms over the years. Now, it’s dedicated by whatever the industry throws at it, which is not entirely a bad thing. Recruiting is more creative and innovative than it has ever been. We’ve learned that social recruiting is not a trend, it’s a recruiting strategy. We’ve also learned that passive candidates require passive recruiting. If you’re a new entrant to the workforce then you may not have come across it yet, but if you’ve been around long enough then you know it’s when recruiters offer you a brief glimpse of a what a new career elsewhere looks like. The trick is providing passive candidates with the kind of content and dialogue that sticks out to them, but also takes the conversation to the next step. Using conservation-based content to jump start the conversation with passive candidates works. According to #TChat’s guest this week:
Bryan Chaney, a Global Talent Sourcing and Attraction Strategist and Sourcing Executive at IBM, conversation-based content increases candidate response rates by 54%.
Bryan knows that engaging passive candidates requires:
Getting passive candidates to pick up your call or seriously consider a job offer is tricky. Recruiters need to be real with candidates, and put the attention on what their needs are versus shouting out job offers because it’s part of their job responsibilities. Recruiters need to focus on:
Ultimately, conversation-based content is about initiating a conversation with real people through a real conversation. The great thing about new recruiting techniques is how they spring to life. Creative thinking and technology is usually the guilty party. Recruiters can initiate conversation-based content by understanding that:
The toughest part about this is figuring out how not to let recruiting efforts go in vain. Measuring success is vital to any strategy, and even more vital to recruiting success. Sure, some candidates show obvious enthusiasm and others show little until they receive their job offer. Either way, recruiters need to understand what’s working and what isn’t for them to find success on a consistent level. Recruiters should consider this:
This week’s #TChat discussion on Passive Recruiting With Conversation-Based Content was a simple reminder that recruiting candidates takes skill, and diligence to understand what certain candidates want, and in this case, what passive candidates want out of their careers. So we need to ask the right questions with passive candidates. Their attention and needs are different. We have to remember, if we want them to hear us back then we have to first listen to them.
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Thanks again to our guest:
Bryan Chaney, a Global Talent Sourcing and Attraction Strategist and Sourcing Executive at IBM. Click here to see the preview and related reading. #TChat Events: Passive Recruiting With Conversation-Based Content
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