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This document discusses the differences between active and passive candidates and provides best practices for recruiting passive candidates. It outlines tools like career pages, recruitment ads, and talent networks that can be used to find and engage both active and passive talent. It also emphasizes the importance of understanding the target audience and positioning the company as an employer of choice. The document provides examples of how other companies have used recruitment insights to successfully change their messaging and improve candidate consideration and hiring.
![There Are Fundamental Differences BetweenActive and Passive Candidates Passive Candidates- Do not have a current resume ,[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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Linkedin Presentation
- 3. Do not respond to “apply now”
- 7. Let’s Surface Your Biggest Recruiting Challenges Best Practices for Hiring Passive Candidates Understand Position Position your company as an “employer of choice” How do you position your company as an employer of choice? Understand your target audience How is your company perceived as an employer by your target audience? Measure Engage Engage top talent What tools do you use today to find and engage professional talent? MeasureResults What metrics do you useto measure success?
- 9. Work With Us Ads
- 10. Recruitment Ads
- 12. Jobs Network
- 13. Jobs For You
- 14. Talent Direct
- 15. Usage reports & metrics
- 17. Benchmark SurveyDiscover what candidates care most about and how likely they are to consider working for you Shape your message based on what candidates care most about Benchmark how desirable your jobs are vs. the competition
- 20. Highlighted different benefits with Talent Direct
- 21. Incorporating findings into new career site design“We thought we knew exactly what our candidates cared about…but the survey was an a-ha moment. Now, we’ve changed our messaging and more candidates are coming in.” –Michelle Sirott, Point B Management Consultant Our initial belief: Consultants like the work but are tired of the travel The survey showed: The majority of consultants don’t mind the travel Importance of Limited / No Travel 54% 17% Q: What are the 5 most and least important factors when considering a job opportunity?
- 22. Campaign Impact SurveyMeasure your impact on candidate preferences and likelihood to consider your jobs Measure the change in the competitive landscape after a recruitment advertising campaign
- 25. Willingness to consider jobs increased +50%“The end goal wasn’t to hire people but to change minds regarding Dell as an employer of choice with software developers; but we received much more” –Dell Senior Talent Acquisition Manager Aware Dell’s hiring software engineers +100% Likelihood to consider a job at Dell +50%
- 26. Recruitment Insights - Offerings *Must be packaged with a benchmark survey.
Editor's Notes
- Passive candidates make up a large, high quality candidate pool. The highest quality candidates generally don’t post resumes or respond to job listings, they’re recruited by former bosses and colleagues to their next opportunity.LinkedIn provides the largest source of passive candidates – over 70 million and growing by 3 million a monthPassive candidates need to be recruited differently than active candidates They’re busy and already have a job they’re happy with, so the bar is higher to motivate them to respond They’re demanding because they already have a job, so you need to approach them with the right message to get their interestWith passive candidates, it’s more important than ever to be an employer of choice and know what it will take to convince these candidates to join your firm
- LinkedIn Research Network was started two years ago to help market research firms conduct research with professional audiences. We serve a number of the largest B2B research companies and our background is firmly grounded in the market research industry.This year, we started applying our research capability to help hiring organizations source more effectively. What we observed was that best-in-class recruiting organizations understood their target candidates very well – how they were perceived by them, how that compared to competitors, and what those candidates cared most about in a job.We created Recruitment Insights to help all of our clients gain this understanding of their target talent.With Recruitment Insights, LinkedIn surveys a sample of your target candidates to discover:What do candidates think of you?How does that compare to your competition?What do your candidates care most about in their next job?Starts with a standard survey template making it quick and easy to conduct the research. Get results within 4 weeksYou pick the companies to benchmark against.We allow for additional questions so that you can customize it to meet your needs.We do the rest - execute the survey, collect results and prepare an easily consumable powerpoint report.
- Here’s an example of the type of output included in a Benchmark ReportThe Benchmark survey provides insight into what your target candidates are looking for in their next job.We help you identify the most important elements of a job so that when you contact candidates your message will resonate with them. We’ve found that what matters most to candidates varies for each audience and is different by seniority, function, industry, geography, etc.Knowing exactly what candidates care about before you contact them will enable you to improve the response rate to your communications.Also, we benchmark how your company is perceived versus the competition.For example, one of the areas we benchmark is how likely candidates would be to consider working at each company. This will tell you whether you’re winning or losing the war for talent and to whom
- The second type of Recruitment Insight survey is a Campaign Impact survey. The purpose of a campaign impact survey is to measure the effectiveness of an employer branding campaign in changing perception. Brand investments can be difficult to measure because success is determined by soft metrics like raising awareness and changing perceptions, which can’t be measured easily by click-through rates, number of pipeline candidates or number of hires.When companies run an employer branding campaign on LinkedIn, we recommend that they run a Benchmark survey before the campaign to establish a baseline of how the company is viewed. Then we run a Campaign Impact survey after the campaign which includes the same questions as the Benchmark plus additional questions about recall of the advertising. To measure success we compare the results and determine how much the campaign changed people’s perceptions. This provides actionable data to evaluate the brand investment and determine ROI.