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Strategic Recruitment

Strategic Recruitment to Attract Top Talented Professionals Who are ‘Non-Lookers’

When our team at Urgenci Atlantic formulates a strategy for talent acquisition, we think beyond the conventional criteria and provide concierge strategic recruitment for our business clients.  We are not a staffing service provider; we excel at supporting the search for human capital, to help businesses create agile and productive teams.

In highly competitive markets and in specific employment categories and industry niches, the demand for skill professionals greatly exceeds the number of candidates available, or willing to consider new employment opportunities.   Have you considered non-conventional recruitment of passive or boomerang candidates? We’d like to share some insights about this ‘outside the box’ approach to talent acquisition to target top talent that may not be actively looking for a new career opportunity.

Who Are Passive Job Search Candidates?

Many professionals are quite happy in their current role, with their employer, the rate of compensational and employee benefits they are receiving, and the management team they report to.  Even though they can be 98% satisfied in their career and employment situation, they may still find themselves looking through LinkedIn at available opportunities.

They aren’t looking necessarily to make a change, but they want to know what is out there in terms of career options, and which companies are hiring. In fact, every high-performing career professional should be looking constantly at changes in the industry and new technology and skill requirements for their role.  It helps professionals stay concurrent with industry expectations.

But these passive candidates are not sending out cover letters and resumes.  They are not applying for jobs and trying to schedule interviews.  Would they move to a new job? If the right opportunity presented itself and the benefits and compensation were greater, they may work with a recruiter to learn more about the role.  Confidentially. 

Are Passive Job Search Candidates High-Caliber Performers and Quality Recruitment Prospects?

In many cases passive job search candidates represent some of the highest performing potential hires for your business.  From a common-sense approach, these professionals are already meeting the expectations of their current employer; there is no impetus for them to leave, because they have earned job security through years of consistent quality performance.

Because this category of candidate has confidence in their abilities and extensive knowledge about their industry and role, they are extremely cautious when they do evaluate other opportunities.  They do not want to damage the positive relationship they have with their current employer, and can be at times difficult to schedule, because they have reversals of motivation to search for a new role (and may cancel interviews or abandon their job search easily).  They are also prone to counter offers by their existing employers, should the employer learn they are conducting a job search.

One of the interesting things about passive job search candidates, is that they are loyal.  That hesitancy and caution they are applying, is a measure of their integrity and the strength of their relationship with their current employer.  Those are skills that every employer wants; and if they make the move and you are able to successfully hire them, they can prove to be a valuable and trustworthy asset to the organization.

Successful Outreach Methods Used to Recruit ‘Non-Looker’ or Passive Search Candidates

The most challenging passive candidate recruitment can involve executive search.  Managers and corporate executives have built solid relationships within their organization and acquired compensation and benefits through tenure and consistent performance.   Chief Financial Officers (CFOs) to Chief Information Officers (CIOs), data science, healthcare administration and engineering roles represent some of the most difficult candidates to source.

Some studies suggest that passive candidates make up as much as 70% of the workforce.  If they are private about their interests in pursuing new employment opportunities, how do our recruiters locate and engage them as a potential talent resource?

We use a variety of research techniques that include (but are not limited to):

  • Speakers and panelists at top industry events
  • Research and referrals from other professionals within the industry
  • Cold and warm calling and personalized outreach through LinkedIn
  • Networking and industry referrals
  • Identifying thought leadership and industry influencers through the candidate’s social media and personal branding engagement, guest authored blogs etc.

The in-depth approach to sourcing the top 3% to 5% of professionals in the industry requires creative and unconventional thinking, that yields best results for our clients.  No matter how competitive your regional market is, our concierge approach to specialized recruiting for mid-level and enterprise organizations finds top performing candidates.

Some of the best and biggest talent in your industry may not be looking; but that does not mean they are not open to a progressive opportunity.

Exploring the Potential of Boomerang Rehires for Your Organization

There is an adage that ‘you can’t go home again’ and when it comes to career migration of top talent, nothing could be further from the truth.  Sometimes organizations lose very valuable professionals for reasons that have nothing to do with conduct, behavior or performance.

For instance, sometimes top innovative and skilled employees want to try something new.  They may have served a lengthy tenure within your organization and have been approached with an exciting new opportunity.  Or have been offered the opportunity to work from home and negate a difficult and expensive commute. 

 Career growth involves a certain element of risk and trying new things, and the top 5% of professionals will evaluate moves that allow them to progress and advance.

What we don’t often discuss is whether the departed employee is happy with their choice. Sometimes the move is more lateral than progressive for the professional.  In other situations, the culture of the organization may not be the comfortable fit they were hoping for.  What you may have is a very valuable former employee, working for a competitor, who wishes they had never left your organization in the first place.

Some professionals in that situation will reach back to their former employer and have an honest conversation with the Human Resource Manager.  A small percentage will do this, because the scenario is an awkward one for them.  It is like admitting you are wrong, humbling yourself to return to your old job, and of course, there is a new hire or replacement to contend with.   That feels complicated and difficult, and many employees will simply start a job search to look for a new employer.  One solution that some enterprise organizations use, is to schedule a post-exit meeting with the former employer at the six-month post departure mark. 

The optional follow up call with your dedicated recruiter or HRM creates an open door for the former employee, and the possibility of rehiring. Without this kind of procedure in place, your business may lose the opportunity to bring back an employee who:

  • is highly skilled in a particular role and function
  • has established positive relationships within the organization and their business unit or department with management and colleagues
  • requires no onboarding to resume normal activities and responsibilities
  • has a known history of performance

One of the other benefits of rehiring top talent, is that the professionals have a statistically higher rate of retention after being welcomed back or ‘given a second chance’ to remain within your organization.  Not to mention that the return of a valuable team member can be a big boost to morale for your team.

Is it Time for a Culture Shift That Gives Employees Freedom to Explore Other Options and Return?

If you have been hesitant in the past to reach out to employees who have the potential to ‘Boomerang’ back to your organization, consider that many leading Fortune 200 companies take a different approach.  These businesses have adopted a corporate culture that encourages career exploration.  And they provide an agreement and understanding that top performing employees are always welcome back.

But that sounds counterintuitive doesn’t it? Aren’t you encouraging some of your best human capital to leave your business?  What leading Fortune 200 companies have realized, is that the most innovative and valuable employees will want to explore other options. No one likes to feel as though they are captive in their role or industry.

When a top performing employee exits the company on good terms, without conflict and with integrity, it is a loss for your business. However, the employee may gain some valuable competitive business knowledge as they explore their new opportunity.  This includes technology, effective team dynamics and exposure to new methodologies.  

Should the former employee decide that they wish to return to your organization, consider the amount of knowledge and skills that they may have acquired during their absence. Can that help the team and your business grow?  In some cases, the answer is a definitive ‘yes’.  Something to consider if your organization has declined returning employees in the past.

However, returning employees should be allowed to interview again with other competitive candidates.  And employee benefits should be rolled back to qualifying through a probationary period, like any new hire to the organization.

Our team of American and international recruiters provide decades of industry knowledge. We match Urgenci Atlantic recruiters that are native to your industry, with the expertise to help you build highly competitive and effective teams.   Contact us today to get started.

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