Finding hidden talent

Finding hidden talent

Finding the top talent in your industry is much more complex than simply posting a job ad and sifting through a flood of applications. The best candidate for a given position may not even be actively looking to change employer.

We have long known that in addition to those who are actively searching for work, there is a significant portion of the job market that remains passive and hidden. These are the group who may not even realise they are looking for new opportunities – until you tell them.

While investment in online job postings and the use of social media may help to reach the broadest pool of prospective new talent, candidates themselves are clear about the best way to engage them in a potential new position.

Targeting employment candidates with personalised communications remains an extremely effective technique to engage the ‘passive’ job seeker. But the power of authentic connection cannot be underestimated.

More than 45% of those surveyed agreed that the best way a prospective employer could engage them was by periodic contact regarding work that fits their skill set and interests.

While targeted periodic communication is the most popular method to lure new talent, there are other forms of engagement, which some individuals find appealing.

More than 10% of Gen Y and 11% of Gen X prefer to be engaged through participation in a company’s social network – such as participating in social events or networking opportunities with company employees.

These talent communities are relatively new but are gaining traction as a way to lure the best and brightest.

Globally, 17% of workers say they have participated in employers’ online talent communities, with participation highest in emerging economies in the APAC region, such as Indonesia, Thailand and India.

Interestingly, in the EMEA region, participation in online talent communities is least common among workers in the more developed economies of Germany, Switzerland and France.

While online talent communities are still to be widely adopted across the broader workforce, it’s no surprise that early adopters are the most tech-savvy, with approximately 25% of those in High Tech: Internet Services/Software Development sector involved.

Those who’ve used online talent communities say the advantages are obvious —it’s hoped these cyber-forums can provide access to new jobs for participants.

The ‘private’ nature of many online talent communities is valued, as there is a closer connection with those possessing knowledge and expertise of the business. This is something that is not always easily accessible to ‘outsiders’.

Interest in participating in a company’s social media network, talent community and social events are good second-tier approaches and therefore effective supporting strategies to connect with active and passive job-seekers. But the preferred method to lure your next top-performing team member is rather old fashioned - reach out to them with targeted, personal communication.

For more information on engaging potential new talent download the report Engaging Active and Passive Job Seekers.