If you’ve ever been involved in recruitment, you’ll know finding the right talent can be a challenging at the best of times. Sometimes it feels like the person you need just doesn’t exist. Many HR professionals and recruiters grapple with what they perceive as a talent shortage – a seemingly insurmountable gap between the demand for skilled candidates and the supply of available talent.

But what if I told you that the talent shortage might not be as dire as it seems? What if I revealed that a whopping 70% of the workforce, is just waiting to be discovered? It’s time to re-evaluate the way we approach recruitment and explore strategies to tap into this hidden 70% of often the most talented candidates.

The Talent Shortage Perception

The talent shortage perception has become deeply ingrained in the world of recruitment. Recruiters, HR professionals, and hiring managers have grown accustomed to the idea that finding the perfect candidate is like searching for a needle in a haystack. This belief has led to the use of more aggressive tactics and increased competition for a limited pool of active job seekers.

According to industry surveys, a significant majority of recruiters cite talent shortages as their most significant challenge. This perception has far-reaching implications, from increased time-to-fill metrics to heightened competition for talent and can ultimately lead to frustration and burnout among HR professionals.

Revealing the Hidden 70%

So where can you find this ‘hidden 70%’? Approximately 70% of the global workforce consists of passive talent—individuals who are not actively searching for new job opportunities.

So, if you feel there is a talent shortage but are relying on job adverts to hire, this revelation turns the talent shortage narrative on its head. It challenges the assumption that there’s simply not enough talent out there. Passive candidates are individuals who may not be actively browsing job boards or sending out resumes, but that doesn’t mean they’re not open to new opportunities. They are often highly qualified, skilled professionals who are content in their current roles but open to exploring better opportunities when presented.

3 key Strategies to Reach Passive Candidates

So, how can you tap into this hidden talent? The answer lies in proactive outreach. Here are some effective strategies to connect with passive candidates:

  1. Leverage CV Databases: Utilize CV databases to search for candidates with the skills and experience you need. Cast a wide net and reach out to those who might not be actively job hunting.
  2. Harness the Power of LinkedIn: LinkedIn is a goldmine for finding passive talent. Use advanced search filters to identify potential candidates and initiate meaningful conversations.
  3. Personalize Your Approach: When reaching out to passive candidates, personalize your messages. Highlight what makes your organization unique and why they should consider a conversation.

The Need for Speed in Recruitment

Proactive outreach can be time consuming but pays dividends when you tap into that hidden talent and reduce your time-to-hire. Committing that time will transform your recruitment. Remember, in today’s competitive job market, speed matters. The best candidates are often off the market in as little as 10 days, so urgency underscores the importance of efficient sourcing and outreach. To put it into perspective, on average, talent acquisition professionals spend nearly one-third of their workweek (about 13 hours) sourcing candidates for a single role.

If you don’t have the time or resources for proactive outreach as part iof your recruitment strategy reach out to Talento Group. Our team of experienced recruiters has decades of expertise in the manufacturing and FMCG sectors. We can provide the support you need to access the hidden 70% of talent and secure top-notch candidates quickly.