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Are you seeking specific talent to fill a skills or knowledge gap within your organization? You might be looking in all the wrong places. While it’s tempting to simply hand the task off to an outside recruiter, who can circulate the position in the active candidate pool, the employee you really need might be either closer than you think — or not job-hunting at all.
Here are three ways you might be able to find the perfect candidate without a laborious and intensive recruiting process:
Leveraging internal mobility could be the best way to find just the right candidate for a hard to fill position. Promoting from within is a practice that has fallen in and out of favor through the decades, but while previous generations depended on a lifelong, two-way commitment between employer and employee, younger workers have no such safety net. Most expect to change jobs frequently, but you can encourage retention by implementing programs that position them for internal promotion.
According to Gallup, 87% of millennials say the opportunity to learn and develop new skills on the job is a priority when considering applying to work at a company. They don’t expect to remain employed by the same organization for decades, but they expect to be supported in acquiring new skills that can help them advance their careers.
Results of a Deloitte survey revealed that only 28% of millennials feel that their skills are being fully utilized in their current position. When asked if their employer was offering them the opportunity to upskill, 48% said they would have to find employment elsewhere to gain that advantage. Providing opportunities for upskilling and cross-skilling is vital to employee retention.
By revisiting the resumes of your current employees, talking to their managers, and interviewing employees to update their profile in your database, you can identify undervalued talent. Upskilling these prospects may take time, but the process only costs around up to $1,500, a third of the average $4,500 per candidate required to recruit externally.
A whopping 70% of the candidate pool is passive, but more than 80% of passive candidates will gladly entertain the possibility of changing employers, especially if the shift comes with a chance to advance their career. If your recruitment process isn’t looking at passive talent, you could be missing high-value candidates with the skills you need
Don’t lock yourself in to the 100% perfect candidate when sourcing from the passive pool. Be open to potential gems in the rough who have 70-80% of the skills you require. These candidates will be easier to lure away from employers who aren’t providing them with opportunities to learn and grow into a bigger role. By recognizing their underlying value and giving them a chance to shine, you can obtain fantastic talent for less.
Hiring from outside your organization can be a complex and expensive process. It’s critical to reduce “time to hire” and to narrow down candidates as efficiently as possible. Making the wrong decision when hiring can cause setbacks and friction, so getting things right the first time is key.
The cost of hiring externally can be high, even before accounting for any sort of hiring bonus or recruiter fees. On average, outside hires make 18-20% more than internal employees promoted to similar positions. When recruitment is focused on external candidates,
Censia’s proprietary data platforms helps surface candidates for must-fill roles from all three talent pools including in-house, passive, and active job hunters. The first step is building an Ideal Candidate Model to match potentials against. We’ll help you identify the skills, background, and knowledge required to bridge the gap in your company.
Internal Mobility Matching surfaces the employees already on your payroll who would be perfect for upskilling and a promotion. Don’t forget to line up a replacement for their current role so the transition can be seamless. Managers can be alarmed at the prospect of losing the top talent in their department to a promotion.
You can review passive talent by engaging Intelligent Passive Sourcing. This step draws together a unique talent pool full of people who may not know they are ready to make a change. One of them could be your dream hire.
Complete Talent Profiles can enhance your external recruitment efforts, helping to develop more clear and comprehensive pictures of your applicants. When filtered using your model of an ideal candidate, the best options will quickly rise to the top of the resume file.
You can easily integrate Censia into your existing ATS for extra insights, and sort your past and present job applicants into groups to review internally. Once you’ve found the candidate you need now, you can save your data for future recruiting needs. Your need for employees can be expected to keep pace with company growth, whether you ultimately choose to hire from within or without.