By: Mike Tatay | Rochester Account Executive
Note: This post is Part II of II parts. Part I can be read here.
Passive Candidates Staying Put
Top candidates are generally the most passive candidates. When many of the best candidates are not on the market, companies recognize that recruiters expand their range of potential employees. Recruiters bring in those candidates who are not scanning the web for new jobs, whose resumes are not posted on the job boards and who have not broadcast their profiles to numerous companies. They will utilize their networking skills in executing the search, and will screen and interview candidates – saving clients resources. Finding those candidates is what top recruiters specialize in doing.
We hear a lot about high unemployment and the resulting massive labor pool out there. While it sounds counterintuitive, finding and acquiring top candidates during such times can be more difficult. The best candidates for the most part will not be looking for jobs; if companies want them they will have to actively find and attract them. Whiles more people are actively looking for a job and the candidate pool is indeed large, those well employed candidates will shy away from making a move. During a downturn jobs are at a premium; aware of this reality many of those passive candidates also value their own current job more highly- they may fear moving into a situation where they have less “time in” and could be vulnerable should their new employer fall upon hard times.
This means that larger available labor pool will consist largely of unemployed or marginally employed active seekers – these are the resumes flowing into companies’ inboxes that more often than not are not applicable to the job in question. As a result it stands to reason that relying on the sudden influx from this expanding labor pool is not the best strategy for an employer seeking the best talent for their money. Keep in mind that while the unemployment rate may indeed be 9.5%, the unemployment rate for those 25 or older with a college degree is 4.7% according to the Bureau of Labor Statistics.
What you get and don’t get
A professional recruiter only recommends the most qualified candidates to clients because each candidate submitted is a reflection of them and their firm professionally. The recruiter wants to work with you to find just that right candidate who will fit into your organization and become a valued employee. Keep in mind, most are paid only when they actually deliver results and understand their reputation depends upon the quality of who they send you. To put it another way – you pay not only for those candidates you see submitted but for those hundreds you never have to see.