I’ve received at least two solicitations in my in-box this week for seminars on the best techniques for sourcing passive candidates. One was from Lou Adler, one of the gurus of best practices in hiring and interviewing. This is a trend that is growing, not going. Companies and recruiters are actively looking for top talent – top performers who aren’t looking for jobs. This doesn’t seem fair to the unemployed, but it’s a fact.
Where are companies and recruiters looking for these top performers? The Internet is the big target. They’re Googling, and they’re searching on-line networking sites like LinkedIn, Ecademy, and Ryze. And they’re using professional profile sites like ZoomInfo and Ziggs. The idea is to find “working talent” - those elusive passive candidates who are employed, productive, and theoretically not actively looking for a change.
This is happening because recruiters and companies are suffering the effects of massive “data dump” – "virtual overwhelm” from the thousands of resumes that flood their systems with unqualified or inappropriate candidates.
What does this mean if you are actively looking for a position?
Go play where they’re looking! Get yourself on-line, do it fast, and do it right. Build a web portfolio for a stellar web presence and get your brand, value proposition, job history, accomplishments, and bio on the networking and profile sites (be sure to thoroughly complete their forms and use searchable key words).
And if you are not looking – if you are a so-called “passive candidate”- please understand that your only job security is managing your career (no matter how content you are at your position). So you, too, should be actively managing your on-line presence.
Get proactive, because in today's job market, “passive” could very well mean “passed over.”