You have to be active to get into the passive pool, but it’s worth it. For the sake of this post, the passive pool refers to talent that isn’t actively seeking any opportunities. A pretty vast pool; paradoxically so big that to many companies, it doesn’t exist. The uncharted waters deemed too scary. But the avenues for how companies and potential candidates (supply and demand) talk to one another are changing with technology. And it’s become easier to wade into the passive pool and set up a beacon. The beacon casting the strongest signal is from … you guessed it. Social media.
Channels for communication used to be more distinct, indexed according to the information. But with social, information is indexed to the individual. So before candidates had to make a conscious decision to start looking in Help Wanted sections or emailing recruiters and friends at different companies to begin the process for a job search. But now information about companies easily slips into the stream, and candidates can wander off and start researching companies without having any strong original intent to have done so. And here is where you can find really good passive pool candidates. Start by owning your LinkedIn page and putting up some good content that people involved in telecom might want to read about. This is content you can use on a blog as well. Get your employees to act as ambassadors on the page to talk about what they do and why they do it. Make a firm commitment to updating content and actively managing conversations. Then it’s time to hit Facebook, YouTube and Twitter where the pools get deeper and deeper. And, pardon the metaphor, it just so happens to be opening day (Baseball) and we’ve been craving the mercy of spring, you will have created a quasi farm system, funneling good talent organically through your door. And you don’t have to go it alone. A good recruiter can help you set these things up and play as big or small a role as you want in creating your talent pipeline.
About NextGen
NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.
