When it comes to candidate sourcing, the conversation of passive vs active candidates feels like it’s been done to death. As Greg Savage pointed out in his blog post “There’s no such thing as a passive candidate”, there are no passive or active candidates…there are just candidates.  Most people, if offered a great job would be open to listening to what you have to say.

The question should really be; does your business have a passive or an active sourcing strategy?

Don Charlton, the CEO and Founder of The Resumator, outlined some great tips and tricks in a recent webinar about building active sourcing strategies.

How do you know if your sourcing strategy is passive?  Well ask yourself some of these question:

• Do you post jobs as standard on job boards or LinkedIn and just wait for candidates to apply?
• Are you or your recruiters spending their days trawling through hundreds of average CV’s with no time to actively source candidates and/or build talent pipelines and communities?
• Do you tweet a job once and then if there’s no response, decide that it doesn’t really work?
• Do the candidates in your recruitment database just sit there whilst more and more are added?

If you answered yes to most of these questions, then yes you have a passive sourcing strategy!

Being a passive organisation when it comes to sourcing great talent, is never going to provide you with the best outcome or hit the mark at hiring the best in the business.  You’ll always be hiring the best candidates out the talent that saw your ad but not the best talent in the market.

Here are 6 ways to ensure that your sourcing strategy is ACTIVE and that people… namely candidates, are talking about you, your business and your jobs! [Read more...]

Suzanne Chadwick

Suzanne is the Digital & Sourcing Innovation Manager for HudsonRPO, AsiaPac ~ Working with organisations to develop targeted sourcing, social recruiting & engagement strategies to meet business needs.

• 
• 
• 
• 
•