Unemployment is at an all-time low. There are more jobs available than ever before and not enough talented workers to fill them.
Because well-qualified individuals have more options for where they can work, standard HR methods, like a “post and pray” strategy, no longer work for employers. Instead, to find qualified EHS employees, organizations must look for passive candidates. These people are typically satisfied with their current jobs, but are open to hearing about new opportunities in their industry. Ninety percent of workers are interested in learning about new job opportunities, but only about one-third are actively looking, according to LinkedIn’s U.S. & Canada Talent Trends report.
Here are some tips for attracting passive EHS candidates:
1. Have clearly defined organizational values in place. Talented employees are attracted to companies that have a strong mission and values that are similar to theirs. Make sure to articulate these values throughout all of your messaging on everything from your website to job advertising to social media pages.
2. Ask your current employees for referrals. When you’re trying to fill an open position, ask your current workers if they know anyone who would be interested in learning more about the opportunity. Some organizations even have a referral program, in which an employee receives a bonus if they refer someone who their company hires.
3. Attend networking events, such as industry conferences. Events like these are great places to meet and talk with individuals who aren’t actively looking for a job, but who could be interested in potential new opportunities.
4. Take advantage of LinkedIn. This platform allows you to connect with thousands of professionals in your industry who may be interested in learning about job opportunities at your organization. LinkedIn profiles enable you to see more information about the professional and the skills and experience they have to determine if they would be a good potential job candidate. Because people know and trust LinkedIn, possible candidates would be more likely to reply to a message you send to them on the platform than to an email from you.
5. Work with a recruiting firm. Recruiting teams are well-versed in your industry and job market. They also have access to a wide pool of potential candidates, as they have spent a lot of time growing a network of individuals for possible future job openings. Recruiting companies typically have long-standing relationships with candidates, which helps them to be able to connect you to a wider range of talent.
Whether you’re looking to fill a permanent position or add specific skill sets for temporary projects, Aarcher Talent offers a series of staffing solutions, including permanent placement, temp-to-hire, and contracted staff services. We’re happy to chat with you about our services and how we can help you find the right candidate.
The growing talent scarcity has caused organizations to have to rethink their hiring approach. You can no longer just put out a job post and wait for the resumes to come pouring in. When you shift your strategy to attracting passive candidates, you’ll be more equipped to hire strong EHS candidates and grow your organization.
Adapted from:
How to Find Passive Candidates, Bridget Miller, HR Daily Advisor.
The Passive Job Seeker: How to Recruit Candidates With Passive Interest, Jon-Mark Sabel, Hire Vue.