Sourcing talent is like a choose-your-own-adventure book. At each turn, you’re given options.
Want to post online ads? Jump to page 32.
Head to page 79 to set up a booth at a job fair.
Those options ultimately lead to the same unhappy ending:
- Extra work for you and your team
- A lackluster list of options
- Potentially settling for an “okay” hire instead of an A-player
Passive Candidates are Best
We’ll say more about this later (and like a choose-your-own-adventure book, click here to jump there now).
Otherwise, settle in for a moment and consider the limitations of relying on traditional talent sourcing methods to fill sales and marketing positions.
The Limitations of 3 Traditional Talent Sourcing Methods
1. Posting online
Online job sites are popular because they are a cost-effective way to reach a broad audience. You might even snag a passive candidate if someone forwards your posting to a friend.
Using online job sites creates 2 volume-related problems
1. It’s not a strategic, targeted process.
Your post attracts anyone and everyone. In a perfect world, you or the hiring manager have time to read through every word and achievement a person puts on their resume.
The real world isn’t perfect. You either quickly skim the application, or rely on an applicant tracking system to scan resumes for you.
These “solutions” require a significant time investment. Using either increases the risk you miss out on exceptional talent who didn’t put the “right” keywords into their application.
2. You aren’t the only game in town.
Other companies use the sites, and job seekers can endlessly scroll through open positions and apply to as many as they want. Candidates may be genuinely interested in your company, until they scroll down and see a better offer, causing you to miss out on hiring your ideal employee.
2. Job Fairs
Attending a job fair takes you out of the digital world and lets you meet a candidate before the interview phase. The catch is you only meet who shows up at the job fair, an incredibly narrow talent pool.
Someone from your company needs to attend, too
To stand out, your representatives are tasked with setting up a booth, displaying materials about your company and wearing a relentless smile and positive outlook.
Even if a stellar candidate is there, you have a small window of opportunity to engage them before they’re off to the next booth.
Logistically and emotionally demanding, a job fair may not be worth the investment.
3. Referrals (from employees or peers)
Referrals always sound like a great idea. It’s a recommendation from someone you know! Of course, it will work out. To an extent, science backs up this perception.
Studies show retention is higher for hired referrals and the person who makes the referral.
It’s not all good news though.
Those stats only apply to positive referral experiences
Not every recommended hire is VIP-level talent and you may have higher expectations. Passing over a recommendation runs the risk of fostering animosity between you (or the hiring team) and the referrer.
Referrals can lead to less diverse workplaces
Referrals remain less diverse than other recruiting and talent acquisition strategies. Data from Glassdoor indicates this is slowly changing. Still, people tend to recommend others from the same background, ethnicity, and race as themselves.
Homogeneous workplaces are less creative and may attract fewer applicants than diverse teams. If you continue to use referrals, be aware of the limitations and do not make it your sole hiring solution.
Why You Want to Hire Passive Candidates
Who are passive candidates?
Passive candidates are not active job seekers. They are employed but will consider new opportunities.
At ProActivate, we add a layer to qualifying candidates for our clients
The person must be thriving in their current role.
When your company focuses on passive candidates you:
Banish questions about a person’s authenticity
Job seekers pitch themselves to your company in their resumes and cover letters. You approach passive candidates, eliminating concerns that the person has spruced up their accomplishments or embellished skills to increase their appeal.
Would you rather:
- Write a job description, post it online and get a torrent of applications to review.
- Selectively contact highly qualified individuals who are not applying for a job but whose backgrounds match your role.
We’d take option 2, too.
Gain a competitive advantage from working and winning talent
A person who is working and winning in their current role is not spending time sending out applications to your company or your competitors. They don’t explore jobs that sound interesting online or talk to friends about getting a new job.
However, they are receptive when an attractive offer is presented. When you are the company reaching out, you tap into a network of highly skilled professionals your competitors will never attract through online job postings.
How to Find Passive Candidates
A referral or job site might connect you with people not looking for a job. However, working with a talent acquisition company is the quickest way to expand your pool of passive talent.
How Talent Acquisition Companies Streamline Hiring
When you work with a talent acquisition company, you get dedicated resources who find sales and marketing professionals on your behalf. You meet with your talent acquisition manager to discuss the position.
At ProActivate, we use this meeting to create your ideal candidate profile. This comprehensive document is then used to find working and winning talent for your job opening.
Your talent acquisition partner does more than source passive candidates
They take on the bulk of the recruiting and qualifying process for you.
5 major tasks fall off your to-do list
- Write a job description
- Advertise your opening
- Read cover letters
- Review resumes
- Evaluate skillset and mindset
It’s not only that tasks “get done”
They are done by professionals who source and screen sales and marketing professionals every day. Their experience is your benefit. To see why, consider one aspect of the process, the interview.
When you have a talent acquisition expert vetting people on your behalf, you avoid interview pitfalls like:
- Unconscious bias coloring your perceptions
- Inconsistent evaluations
- Failing to sell your company as the most attractive option
- Missed interview red flags
- Fumbled first impressions
- Mediocre experience and poor communication before, during or after (Yes it matters! PwC explains why.)
Upgrade Your Approach and Hire the Best Talent
Anyone can set up a meeting and talk to a person about their work history. Not everyone effectively evaluates a person’s behavior, accomplishments, tenacity and drive.
The number diminishes when you task the person with finding passive candidates to screen.
Remember how we said a person must be “thriving in their current role” for us to consider them? It’s not a statement we readily accept without additional vetting. Our thorough process fully evaluates a person’s skillset and mindset to determine if they will thrive at your company, too.
The in-depth screening is one reason ProActivate clients praise the quality of candidates our Talent Acquisition Managers deliver.
Read and listen to their testimonials here: https://www.proactivate.net/testimonials/
Then reach out to us
Your ideal hire is waiting for you. Let us help you find them.