The truth is, many companies are looking in all the wrong places to find their next talents. Active job seekers only make up a small portion of the talent pool, which means that the majority of people are considered passive. These highly talented passive job seekers are those who aren’t proactively searching for new opportunities but are open-minded if the right opportunity unveils itself.
So, are you speaking to passive job seekers? And are you speaking to them in the right way?
The Rise of Social Recruiting
Traditionally, companies looking to fill a role would simply post an ad on a job board and hope for the best. The only issue with that is the number of people who potentially see that ad is incomparable to the number of people who could see it through social media.
Placing your new job opportunity on social media is fairly easy. The tricky part is whether or not that content is relevant or attractive enough to stop someone from skimming right past it on their news feed.
There’s a well-known writer named Daniel Pink, who explains the evolution of motivation. Since the dawn of time, Motivation 1.0 existed primarily for survival. These are the simple life necessities such as food and water. Motivation 2.0 emerged from the Industrial Revolution where employees focus solely on reward and punishment. This approach focuses less on inherent satisfaction and more with the external rewards. Now in the 21st century, Motivation 3.0 rises to the top. The core of this revolves around intrinsic needs; the drive to do something because it is interesting, challenging and self-fulfilling.
Pay has always been considered as one of the main motivation drivers in the workplace. However, new research shows that pay, although still an important factor, is not the principal source of motivation. Harvard Business Review classifies the “3 Things Employees Really Want.”
1) Career, focus on the work.
2) Community, focus on the people.
3) Cause, focus on purpose.
Work Drives Passion
Wantedly believes that talents and companies should match based on shared vision, passion, and values rather than simple salary and benefits. Here are three simple steps you can take to get ahead of the curve and attract young and passionate talents.
1) Use Attractive Visuals
Visuals play an important role in capturing people’s attention. Having an awesome photo of your team or office certainly helps talents have an idea of who works there and what it'll be like to work with your team.
2) Write an Engaging Headline
Get creative with your job posts! Do not conform to the traditional job ads and their restrictions. If you want to capture talents' interest, make sure to communicate not only the open position but also your team's vision and culture.
3) Create Captivating Content
Stand out from the competition. Users on social media are bombarded with new content every minute. Make sure to create relevant content that will captivate your target audience.
The competition to recruit young and passionate talents are higher than ever. Companies will need to re-think how they can effectively communicate and engage with this new generation of job seekers.
Get started with hiring young and passionate talents today!