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Statistics show that 75-80% of job seekers are what are classified as “passive”. Meaning they are not actively looking for a job- they are usually too busy working to pay attention to job boards, ...
Statistics show that 75-80% of job seekers are what are classified as “passive”. Meaning they are not actively looking for a job- they are usually too busy working to pay attention to job boards, likely out on a field assignment, wrapping up a proposal or in back to back meetings with donors. So while job postings can help attract more active candidates and keep your organization’s name on their radar, relying solely on job postings is missing out on a big percentage of the market. And often some of the best and brightest talent.
Recruiting in international development is fast paced. Be it for a proposal, to respond to a recent natural disaster or to replace a burned out field worker, international development recruiters often do not have much time to identify, attract and onboard a candidate. Having an arsenal of warm candidates at the ready is a must-have for any successful recruiter. While it takes time to develop and cultivate, it is worth the effort when a hiring manager comes to you desperately seeking a team leader with expertise in water-sanitation who also speaks French and you have just the candidate waiting.
Here are some tips for uncovering, engaging and winning over passive candidates for international development positions.
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