Thursday, March 13, 2008

Passive Candidate Recruiting--Building Your Competitive Advantage

Amitai Givertz, Principal of AMG Management Advisors has written extensively on passive candidate recruiting. This excerpt comes from an article at Zoominfo.
Ami is a contributing editor on Recruiting.com and sits on the Advisory Board for Kennedy Information's Recruiting Trends.

"Many employers view passive candidate sourcing as beyond their own recruiting competency or comfort zone, and are willing to pay a premium for it, often in addition to what they spend on print ads and postings...

A pool of both passive and active candidates to draw from is key to reducing the time-to-fill and the cost per hire. Yet moving "passive' candidates along is different from engaging and developing "active" candidates. Just as passive candidates need to be "sold" and active ones need to be "vetted," so too must organizations adapt their internal processes to meet the expectations of each group.

As a result many employers have decided that passive candidate sourcing and active candidate development require separate teams and resources. Others continue to support a full-cycle approach, arguing the pay-off is in consistency, workflow, and recruiter accountability. Either way, those organizations that consistently pursue both active and passive candidates will ultimately have access to a wider pool of candidates to choose from...

The real challenge for HR management and leadership is twofold:

1) Define the differences between active and passive candidates, understanding how to develop winning strategies for recruiting the best candidates, whoever they are; and

2) Develop recruiting strategies that address the organization's hiring needs, now and into the future; and

3) Develop recruiting strategies that address the organization's hiring needs, now and into the future."

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