{"id":2380,"date":"2023-02-24T17:20:03","date_gmt":"2023-02-24T17:20:03","guid":{"rendered":"https:\/\/fieldoftalent.com\/staging\/?p=2380"},"modified":"2023-02-24T17:20:03","modified_gmt":"2023-02-24T17:20:03","slug":"only-14-why-your-favorite-candidates-have-no-idea-your-company-even-exists-what-do-about-it","status":"publish","type":"post","link":"https:\/\/fieldoftalent.com\/staging\/only-14-why-your-favorite-candidates-have-no-idea-your-company-even-exists-what-do-about-it\/","title":{"rendered":"Only 14%?! Why your favorite candidates have no idea your company even exists (& what do about it)"},"content":{"rendered":"\n

Top talent is always actively looking for a job. They\u2019re waiting on pins and needles for you to announce a job opening.<\/em><\/p>\n\n\n\n

Nope. In fact sometimes, the most talented individuals don\u2019t even know their dream company (you!<\/em>) exists. So, it’s up to you to make them aware.<\/p>\n\n\n\n

Field of Talent combines centuries of talent acquisition<\/a> experience in a nimble, tech-forward recruiting firm. So we know what we\u2019re talking about when it comes to sourcing the best talent possible \u2013\u00a0active and<\/strong><\/em> passive candidates.<\/p>\n\n\n\n

While active candidate campaigns are often the go-to and should be a part of any good recruiting plan, you can also use passive candidate strategies to make sure you hire the best talent.<\/p>\n\n\n\n

Here\u2019s why passive candidates are always a great option \u2013 even though they may take a bit longer to secure \u2013 and how to get the attention of those who may not be actively looking for you.<\/p>\n\n\n\n

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Active candidates aren\u2019t your only option<\/strong><\/h2>\n\n\n\n
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\"Pie<\/figure>\n\n\n\n
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This data from the Bureau of Labor and Statistics<\/a> should be enlightening: Only 14% of the labor market is actively looking for a job, meaning more than 85% of your potential candidates aren\u2019t looking for you<\/em> \u2013 much less another job<\/strong><\/em>.<\/p>\n\n\n\n

So apart from recruiting those who are actively seeking you out, you have to attract others.<\/strong><\/p>\n\n\n\n

Why?<\/p>\n\n\n\n

Well, not every active candidate is the best fit for your company. The more candidates you have in your pipeline, the more likely you hire the right person.<\/p>\n\n\n\n

Passive candidates may not have updated their LinkedIn profiles or resume in years \u2013 gasp!<\/em> But they\u2019d still be valuable additions to your team.<\/p>\n\n\n\n

Relying solely on active candidates and those who applied to your job within minutes of its posting (let\u2019s be honest \u2013 these folks didn\u2019t even read the description) limits your pool of potential hires. You can do better.<\/p>\n\n\n\n

Don\u2019t miss out on top talent simply because you didn\u2019t go above and beyond. The best recruitment strategy includes both active and<\/strong><\/em> passive candidates.<\/p>\n\n\n\n

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This is why networking & branding are so important in the hunt for the 85%<\/strong><\/h2>\n\n\n\n

Your reputation precedes you\u2026 But only if you\u2019ve created one<\/em>.<\/p>\n\n\n\n

To reach the 85% of the labor market that isn\u2019t actively looking for a new opportunity, you\u2019ve got to invest in networking and branding.<\/p>\n\n\n\n

This is how you stand out. This is how you make a name for yourself, your company culture and your employee experience.<\/p>\n\n\n\n

\u201cPeople don\u2019t join companies. People join people.\u201d<\/p><\/blockquote>\n\n\n\n

It\u2019s true.<\/p>\n\n\n\n

Networking will help you build relationships with potential hires and learn about what top talent wants in a job.<\/p>\n\n\n\n

If you\u2019re proud of your brand, show it. Encourage employees to refer friends and family to open positions. Post about your employee experience on social media. Get out into the community.<\/p>\n\n\n\n

Your company culture is a magnet for talent.<\/p>\n\n\n\n

A strong brand will help you \u2026<\/p>\n\n\n\n