4 Ways to Attract the Top Talent Among Passive Job Seekers
Finding and retaining the best employees is one of the greatest challenges business leaders and human resources professionals face. Even with 73 million young adults seeking work, businesses around the globe report a shortage of skilled workers.
My company, Clevertech, has more than 100 full-time employees working remotely on multiple tech and software projects all over the world. Allowing our team this geographical freedom means competing with every company on the planet. If we didn’t retain top talent, we would’ve gone out of business years ago.
Candidates we call “passive” for having turned down an initial offer provide a chance to gather feedback on the impression we’re making so we can better package our company moving forward and make “yes” easier for others to say. Talking through their needs also makes it possible to arrive at another offer that works for them.
Opening a dialogue with the best talent begins with establishing a strong narrative that presents your company as a world-changing organization in an environment conducive to meaningful achievement. The best of the best talent want more than better pay and benefits, which they can find anywhere. Most passive job seekers are motivated by factors like superior work-life balance, more stimulating challenges and room for advancement.
1) Create a referral program. When it comes to top talent, relationships are key. Acknowledging and rewarding employees for referral hires helps us attract candidates who otherwise might not have considered new roles. The better your current team, the better prospects they will bring in. Our company understands that nothing beats working with other talented people, and we award cash bonuses for successful referrals. Zappos Insider, a talent pipeline site, is dedicated to encouraging potential employees to apply to the company in general rather than to a specific job. This opens up lines of engagement and helps Zappos stay on passive candidates’ radars.
2) Be a serendipitous resource. Many of our recent candidates found us after stumbling across an open-source framework we recently released. We love working with developers who contribute to open-source environments, so creating one of our own allowed us to demonstrate how we share their values. From that point, the conversation about working together happens naturally. Another great way to attract passive job seekers is by hosting special events like hackathons or other industry-related workshops, training sessions, contests, conferences, and even virtual networking events.
3) Take on challenging projects. Our best candidates frequently tell us, “I like the company and people I work with, but I’m bored.” Spreading the news about our company by highlighting the most challenging work we do for our clients helps us appeal to highly skilled passive candidates who are waiting for something more interesting to materialize. On your recruiting page, use video to showcase ambitious projects your team has tackled to tempt passive job seekers who aren’t fulfilled by their current level and scope of work.
4) Market on relevant platforms. We get involved in conversations on Stack Overflow, GitHub, and Glassdoor because the audiences we want to attract are on these sites. We also have a Clevertech LinkedIn page and encourage our employees to highlight their achievements on their own pages to show passive seekers what they’re missing. A survey conducted by LinkedIn found that 75 percent of its members with full-time jobs are not actively seeking new opportunities, but 45 percent of them would be open to speaking with a recruiter if approached.
Find a list of job opportunities at Clevertech and learn more about Clevertech’s company philosophy.
Kuty Shalev is the founder of Clevertech. This article has been updated from its original version on Huffington Post.
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