Passive Talent in Recruitment | Entrepreneur James

9 Aug 2019 · 2 min

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2:04

A short YouTube monologue advising business owners and department heads to build an inbound talent pool through recruitment-marketing and targeted employer branding. The speaker stresses tailoring brand messaging (words, videos, audio, subject lines) to specific sectors (e.g., tech vs manufacturing) to attract passive talent. He claims companies using recruitment-marketing are ~30% more likely to have highly engaged employees, and notes ~80% of passive candidates are open to moving if the right opportunity appears. The recommended focus is on passive “A-player” candidates who are currently employed but might move for a better fit.

Questions this video answers

At least 30% more likely.

80% of passive candidates.

Chapters

What you need to do as a business owner or head of department to separate you from other companies is number one, you need to build an inbound talent pool for your business. So how that would look would be a range of things. So you've got to make sure your brand is targeted towards that audience. So most companies struggle because they would have a. A brand ethos for maybe culture and attracting talent, but in particular to attract tech talent is totally different to attracting talent within manufacturing or engineering or financial. There has to be certain words, certain videos, audios, subject lines. The engagement points of how you would attract that person are totally different, totally depending on the sector. And from what I've seen speaking to hundreds of business owners and heads of department is companies with recruitment marketing strategies in place are at least 30% more likely to have highly engaged employees. But also the quality of hire goes up because you've actually focused your efforts on attracting the passive talent. So you may have heard me mention before about the difference between active talent and passive talent. So active talent or candidates, potential future employees are open to new opportunities, but have also put themselves on job boards, applied to adverts, or are generally looking to make a move. What we try and focus on and what you need to in your business is focus on the passive talent. So those a player candidates that are happily gainfully employed at other companies, but if all things were equal and right and it ticked more boxes, they would be open to an opportunity. So as we know, 80% of passive candidates are open to making a move elsewhere. Get your message and your brand and your company in front of these people.