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With the unemployment rate at its lowest level in 17 years, many recruiters have set their sights on candidates who are employed and not actively job hunting. Including these “passive” candidates in your search dramatically boosts your applicant pool because they comprise 75% of the workforce.

It’s finding and pursuing these passive candidates that can become costly. But, with a little bit of advanced planning, there is a way to save time and money by having a database of potential candidates already interested in working for your company to draw from, rather than prowling LinkedIn for new candidates for each and every job, who may not have any interest in making career move. That’s where SkillSurvey SourceTM comes in.

We help you regularly ask existing job candidates and new employees for referrals; invite individuals who give references for candidates to join your talent pool; or use opt-in pages, links and forms on your website to promote your organization and recruit visitors to your career page.

Then you have a searchable database that makes it easy to find the right candidate at a moment’s notice as soon as a position opens up.

Save time and money, pinpoint hard-to-find candidates

By automatically building a database of talent, you ultimately cut costs, save time, and more easily locate individuals with the skill sets to fill newly emerging positions.

With a passive talent pool at the ready, you no longer incur the costs of an in-house resource or outside agency to recruit for every position. For example, one SkillSurvey Source customer saved $1.9 million by hiring references who had opted-in to become candidates to fill 395 open roles, compared to the $2.9 million it would have cost if all had been agency hires. Another customer saved $3.6 M by hiring 746 references which would have cost $5.5 million if all had come through an agency.

Your organization can save time and shorten hiring cycles by pinpointing potential candidates faster. If passive candidates are already in your database, you can create a targeted list instantly, rather than hunting down each candidate from scratch.

You can also easily identify unconventional candidates. For example, one SkillSurvey customer needed to hire for emerging digital marketing positions, such as SEO and social media managers. Because these jobs were new, it was difficult to locate candidates with these titles. By asking references to opt-in to the candidate database, the company kept up-to-date with individuals who could fill these positions as openings arose.

Fast, targeted search

How do you make the most of your passive candidate database to achieve these benefits?

Robust search capabilities with Boolean operators enable you to effectively filter search results and find appropriate candidates faster. Look for:

  • Searches on exact words or phrases. Look for search tools that allow you to use parentheses or quotation marks to search for words in a phrase in the exact order you type them—for example (Research & Development) or “Vice President.”
  • AND to focus your search results. Using AND between two keywords retrieves only records that contain both terms to show more specific search results.
  • OR to broaden results. The OR Boolean operator allows you to type “Project Manager” OR “Program Manager” to ask the system to return profiles that have one or both of the keywords or phrases you’re searching for.
  • NOT to narrow results. NOT allows you to exclude words or phrases from your queries—e.g. Engineer NOT Developer; Marketing NOT Manager).
  • Multiple search operators to further focus results. A solution that supports multiple Boolean operators produces even narrower results, e.g. (Engineer NOT Developer) AND Tester. You can also use this to search for Engineer NOT Developer within 50 miles.
  • Partial word search for “fuzzy” searches. What if you’re not sure of the exact title you’re looking for? Or what if different companies use different titles for essentially the same position? A partial search is the answer. A solution that allows you to use an asterix (*) after a portion of the word gives you results from less exacting searches. For example, a search for Dev*will return results containing Developer, Development, Developing and so on.
  • Search the entire resume to find people with non-standard titles. In some cases, organizations give individuals titles that are not the industry norm. They might call the HR Director, Director of People. This highly qualified individual wouldn’t appear in a typical search. The ability to search the entire resume means you’ll find her based on previous job titles.

In today’s highly-competitive job market, it pays to broaden your hiring options through ongoing recruiting of passive candidates. By keeping these candidates in an easily searchable database, you’ll save time and money while improving your ability to recruit for even the most hard-to-find roles.

For more information on how SkillSurvey Source’s search capabilities can help, click here.

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