Social media, newspapers, government agencies, electronic offers from various specialized job boards are all available ways to publicize and publicize your job offers.
But what about the results? It should be noted that all these ways of advertising your offers will only reach about 25% of the working population.
The fact is that we don’t usually look at job offers if we are not listening to new job opportunities. These are the same reasons why consumers who do not need furniture will not look at the advertising flyers of merchants offering these products.
It is the lack of interest that justifies this inaction. There are therefore two groups, one with an interest in different job offers (active) and the other with no interest (passive).
Thus, as an employer, we find ourselves deprived of the means to reach nearly 75% of so-called passive candidates. However, the skills, experience, and knowledge that you are looking for in the profile of the candidates you want to recruit are mostly found in passive candidates.
Several means can be considered to target this passive workforce. Word of mouth is one of them, always effective. Ads about multiple benefits that your company offers that are non-existent with your competitors or companies in your sector is another.
Your visibility on various media that do not deal with job offers and any other possible means, such as banners, bonuses offered to employees referring qualified candidates, etc., are others.
You can also use the direct approach of targeting the group of candidates you want to join your team. Recruitment firms such as BC Human Resources (bcrh.ca) are particularly qualified and equipped to directly solicit this passive workforce successfully. This approach is commonly referred to as “Headhunting”.
The exercise consists of contacting targeted candidates and offering them a position when they were not necessarily looking for job opportunities. The latter will therefore have the opportunity to analyse the offer according to the conditions and possibilities for progression offered, in correlation with their desired quality of life and their professional aspirations.
The success of companies depends on the quality of their staff, and they must implement any recruitment mechanism deemed useful to achieve this objective.
For more information on this article, visit our website at BCRH.ca
