Most Professionals Want to Hear About Your Open Role; Here's How to Make the Most of It:

Most Professionals Want to Hear About Your Open Role; Here's How to Make the Most of It:
From Recruiter - August 10, 2016

If youve been in the recruiting and hiring business for any appreciable length of time, you probably know that recruiters and hiring managers especiallyrecruitersget a bad rap from almost everyone. The good news for these hiring pros, though, is that the tables might be turning.

According to LinkedIns 2016 Global Talent Trends report, a whopping 90 percent of professionals around the world are open to hearing about new opportunities. While the majority of these professionals still slot into the passive candidate category, its also worth noting that the number ofactive candidates has been steadily increasing over the years. In 2016, 36 percent of professionals are active candidates, whereas only 25 percent were active in 2014.

Todays job market has shifted the power into the hands of the employee, explains LinkedIn V.P. of Talent Solutions Wade Burgess.More people are comfortable looking into new opportunities when they know companies are hiring and new jobs are being created.

That being said, recruiters and employers cant just expect top talent to fall into their laps. No, theyve got to put a little legwork in, and they can start by addressing some of the roadblocks that make candidates hesitant to change jobs.

Entice Candidates to Your Roles by Making Transitions Easier

According to LinkedIns report, the two biggest challenges that candidates face when changing jobs are:

The theme here is uncertainty. Candidates, like most people, tend to shy away from the unknown. By illuminating the organization and the role, recruiters and employers can make candidates even more receptive to their offersand even more likely to jump ship for them.

According to Burgess, candidates are most interested in learning the following things about a company and its open role:

- the typical career trajectory at the job;
- the expectations and workload of the role;
- what a typical day is like;
- how the employees of the organization live the mission and vision;
- and what differentiates the organization from its competitors.

When it comes to conveying this information, Burgess says its all about employer branding strategiesespecially making sure that the companys career page and job descriptions tell the stories candidates want to hear.

Communicating your employer brand is an essential, not nice-to-have, component toattracting the right talent, Burgess says. Your website is the first place 59 percent of job seekers go when they see a job that interests themand when they come looking, they expect to be able to find rich information about your company.


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