A New Recruitment Strategy for conducting Confidential search to find the “Best Possible Fit” Passive Candidate.

In today’s competitive talent market, finding and attracting qualified “Best Possible” candidates can be a challenge. Many of the best candidates are already employed and not actively looking for a job change. These are known as passive candidates, and they can be a valuable source of talent for your organization.

However, reaching out to passive candidates requires a different approach than conventional recruitment methods. You cannot just post a job ad and expect them to apply. Conventional recruitment methods will only produce regular “Best Available” candidates. You need to be more discreet and strategic in your outreach to find the “Best Possible Fit” candidates. This is where quiet hiring comes in.

What is Quiet Hiring?

Quiet hiring is a new recruitment strategy that involves discreetly reaching out to passive candidates through referrals or social media. The goal is to build a relationship with them and spark their interest in your company without revealing too much information about the job opportunity.

Quiet hiring has several benefits over conventional hiring methods:

– It reduces the risk of losing your current employees who might get tempted by other job offers if they see you are hiring.

– It prevents your competitors from knowing your hiring plans and stealing your potential candidates.

– It allows you to target specific skills and profiles that match your needs without limiting yourself to active job seekers.

– It creates a positive employer brand image by showing that you value talent and respect privacy.

How to Implement Quiet Hiring?

Here are some steps you can follow to implement quiet hiring in your organization:

1. Identify your ideal candidate persona. Define the skills, experience, personality, and goals of your ideal candidate for the role you are hiring for.
2. Find potential candidates through referrals or social media. Ask your current employees, clients, partners, or network for referrals of people who fit your candidate persona. Alternatively, use social media platforms like LinkedIn or Twitter to search for relevant keywords, hashtags, or groups related to your industry or niche.
3. Reach out to them with a personalized message. Send them a friendly and professional message that introduces yourself and your company. Explain why you are contacting them and what value you can offer them. Avoid mentioning the specific job opening or asking them to apply right away. Instead, focus on building rapport and curiosity.
4. Follow up with them regularly until they express interest in learning more about the opportunity. Keep the conversation going by sharing relevant content, insights, feedback, or compliments with them. Show genuine interest in their work and career goals. Once they show signs of engagement and trust, invite them to have a phone call or video chat with you to discuss the opportunity further.
5. Conduct an informal interview and assess their fit for the role. During the call or video chat, ask open-ended questions that allow you to learn more about their background, skills, motivations, expectations, and fit for the role and culture of your company. Be transparent about the details of the job opportunity and answer any questions they might have.
6. Make an offer if they are interested in joining your team. If they express interest in working with you after the interview process (which may involve additional steps depending on your company’s policies), make them an attractive offer that reflects their value and potential contribution to your organization.

Quiet hiring is not a quick fix for finding talent; it requires time, effort, and patience from both sides the recruiter/hiring manager and the candidate). However, it can be a very effective way of sourcing and attracting passive candidates who might otherwise never hear about or consider your company as an employer of choice.

Blue Genes Research [BGR] specialises in conducting Confidential searches (Quite hiring) lead by well qualified, well experienced Industry experts.

Talk to us if you want to know more about Confidential search / Quite hiring / Targeted search.

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo

What is Value Hiring?

Value hiring is a hiring approach that focuses on identifying and recruiting candidates who align with the values and culture of an organization. This means that, in addition to having the necessary skills and qualifications for a role, candidates are also a good fit for the company’s mission, vision, and overall way of working. The goal is to create a team that is not only competent, but also committed to the company’s goals and values.

How to evaluate candidates for value hiring?

There are several ways to evaluate candidates for value hiring, including:

• Behavioral Interviews: Ask candidates about specific situations in their past where they demonstrated the values that are important to your organization. This can help you gain insight into how they think and behave in real-world scenarios.
• Cultural Fit Interviews: Ask candidates about how they would fit into the culture of the organization and how they would align with the company’s values.
• Reference Checks: Speak with previous managers or colleagues to get a sense of how the candidate behaves in the workplace and if they align with the values of the organization.
• Assessments and Surveys: Use pre-employment assessments and surveys to measure a candidate’s values, personality, and cultural fit.
• Observation: Observe the candidate during the interview process to see how they interact with others and if they align with the company’s values.
• Role-playing: Give candidates scenarios related to the company’s values and observe how they would handle it.

It’s also important to note that value hiring is not only about the candidate’s fit with company’s culture, but also how they align with company’s values and mission, and how they can contribute to it.

Some potential benefits of value hiring include:

• Improved employee engagement and retention: When employees feel that they share the same values as the company, they are more likely to be engaged and motivated in their work.
• Increased productivity: Employees who are a good fit for the company culture may be more productive and efficient in their work.
• Better alignment with company goals: When employees share the same values as the company, they are more likely to be aligned with the organization’s goals and objectives.

Some potential drawbacks to value hiring:

• Limited diversity: If a company places too much emphasis on values alignment, it may end up hiring a homogenous group of people who are similar in background, experience, and perspective.
• Limited talent pool: By focusing on values alignment, a company may limit the pool of potential candidates and miss out on talented individuals who may not align perfectly with the company’s values but would still be valuable employees.
• Difficulty in assessing values alignment: Determining whether a candidate aligns with a company’s values can be subjective and may lead to bias in the hiring process.

Whether a company should do value hiring depends on the organization’s specific needs and goals. Here are some factors to consider when making this decision:

• Company culture: If maintaining a strong company culture is a priority for the organization, value hiring can help ensure that new employees align with the company’s values and will contribute to maintaining that culture.
• Employee engagement and retention: If a company is struggling with employee engagement and retention, value hiring may be a way to improve these areas by hiring employees who align with the company’s values and culture.
• Business goals: If a company’s goals and objectives align with its values, value hiring can help ensure that employees are aligned with these goals and are more likely to work towards achieving them.

However, it’s also important to consider the potential drawbacks of value hiring, such as limited diversity and difficulty in assessing values alignment, and weigh them against the potential benefits. Ultimately, whether a company chooses to do value hiring or not, it’s important to have a clear understanding of what the company’s values are, how they align with its business goals, and how they will be used in the hiring process.

Blue Genes Research [BGR] – Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

Talk to us to discuss your leadership hiring challenges. PM me or email me at: rkj@bgr.chittlesoft.net

Top 10 ways Technology will disrupt Recruiting in 2023.

Are your organization and people ready for these?

1. Automation: Technology will continue to automate and streamline many tasks within the recruiting process, such as resume sorting and job posting. This will allow recruiters to focus on more high-level tasks, such as building relationships with candidates and conducting interviews.
2. Artificial intelligence: AI algorithms will be able to analyze data from job applicants, such as resumes and social media profiles, to identify the most qualified candidates. This will save recruiters time and effort in sifting through large pools of applicants.
3. Virtual interviews:With the proliferation of video conferencing platforms, recruiters will be able to conduct virtual interviews with candidates from anywhere in the world. This will allow companies to expand their talent pool and reduce the need for in-person interviews.
4. Predictive analytics: Recruitment software will use data analytics to predict the likelihood of a candidate being a successful hire, based on factors such as past performance and skillset. This will help recruiters make more informed hiring decisions.
5. Social media:Social media platforms will continue to be a key tool for recruiters to find and connect with potential candidates. Recruiters will also be able to use social media to showcase company culture and values, attracting the right fit for their organization.
6. Personalized job recommendations: Recruitment software will be able to use data on an individual’s skills, experience, and career goals to recommend relevant job openings. This will help candidates find opportunities that align with their goals and make the job search process more efficient.
7. Virtual reality: Virtual reality technology will allow recruiters to give candidates virtual tours of their office and work environment, helping them get a better sense of the company culture before deciding whether to apply for a job.
8. Predictive hiring:Technology will be able to analyze data on a company’s current employees and identify the skills and traits that lead to success within the organization. This will help recruiters predict which candidates are most likely to thrive in a specific role.
9. Gamification: Recruitment software will use gamification techniques to engage and assess candidates through interactive challenges and assessments. This will give recruiters a more accurate understanding of a candidate’s skills and abilities.
10. Candidate self-selection: Candidates will be able to use technology to identify and apply for job openings that align with their skills and career goals. This will allow recruiters to focus on building relationships with the most qualified candidates, rather than spending time on initial screening.

Blue Genes Research [BGR]

Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants since 2016.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

Talk to us to discuss your recruiting challenges. PM me or email me at: ratnesh@bgr.chittlesoft.net

A myopic view refers to a narrow or limited perspective, and this can be a problem for recruiters in several ways.

First, a myopic view can lead recruiters to focus too narrowly on specific criteria when evaluating candidates, such as their current job title or level of experience. This can exclude qualified candidates who may have the necessary skills and potential to excel in the role, but do not fit the exact profile that the recruiter has in mind.

Second, a myopic view can prevent recruiters from considering a diverse range of candidates, including those from underrepresented groups or those with non-traditional career paths. This can result in missed opportunities to bring in fresh perspectives and diverse talent to the organization.

Finally, a myopic view can also limit the recruiter’s ability to identify new and innovative ways to attract and retain top talent. By focusing too narrowly on traditional methods and approaches, recruiters may miss out on new and creative ways to find and engage with potential candidates.

In addition, a myopic view on the part of recruiters could lead to a lack of diversity in the candidate pool, which could perpetuate biases and exclusionary practices within the organization. This could be damaging to both the candidates who are not considered and the overall culture of the organization.

It is important for recruiters to have a broad and inclusive perspective when sourcing and evaluating candidates, in order to find the best fit for the job and the organization. This may involve considering candidates with a range of skills, experiences, and backgrounds, and being open to alternative ways of meeting the needs of the organization.

It’s high time Recruiters and Hiring managers change their perspective.

————————————————————————————————————————————————————–

Blue Genes Research (BGR) is a 16 year old executive search firm – delivering the best possible fit Indian talent across the world.