Don't ignore these talent sources in today's market

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Ashley Sava - May 18, 2022

Recruitment these days looks a lot different than it did before the pandemic. And no, we don’t think it’s a bad thing. As long as you’re willing to get a little creative with your sourcing, these tactics are worth exploring industry-wide.

Internal promotions

Look inside your own business for the answers. Internal mobility should not be an untapped resource in your organization. Upskilling your team can get you the right talent in the right roles and guarantee you’re maintaining your company culture. Plus, your employees will be satisfied, so your retention rates will rise, too.

In an Oracle study, 37 percent of organizations cited retention as the HR functional area where people analytics is most important. In other words, retention is a crucial area to focus on if you want your company to succeed and your talent to be refined. 

Employee referral programs

Do you love your employees? Of course, you do! Trust them to refer more like-minded individuals to your business. Your team’s networks are exponential, and they can help keep your talent pipeline oiled and ready to go. Plus, referrals can reduce the time to hire by 50 percent. 

Referral programs are a great way to encourage your team to suggest candidates for open roles. When employees refer their friends, they’re likely referring people whom they believe will be successful within the organization, as a lousy referral reflects poorly on their judgment. While some organizations provide a monetary incentive for referrals who are hired and work at the company for at least 90 days, others offer extra paid time off or other perks. 

Passive candidates

More than 75 percent of the global workforce are passive candidates. These are actively working professionals who aren’t actively applying for jobs but would consider a new opportunity if the right one presented itself. 

87 percent of active and passive candidates are open to new work opportunities. In order to be good at captivating these candidates, you need to know how to sell the role, the team and the company. In a candidate’s market, your job is to perfect the pitch. Or…you can let Rolebot do the work for you here.😉  We source candidates and engage them, so setting up the first interview with your business is one less thing you need to worry about.

Why wait to get started? Give Rolebot a try (for free) and start sourcing at scale.