Fed Finance UK’s Post

A recent survey found that 45% of UK workers are passively open to new opportunities💭 In the 2024 talent market, the right passive candidate can be a huge asset if successfully hired🚀 In our recent blog, we delve into the details of how your recruitment team can strategically nurture passive talent into active candidates. Check it out👇 https://lnkd.in/eGNBv8Xm #passivecandidates #activecandidates #recruitmentsoftware #ATS

Having a robust applicant pool is crucial for making successful hires. Our latest blog delves into why a well-maintained applicant pool can be a game-changer and offers actionable strategies to grow yours effectively. Discover how to build and nurture a talent pipeline that keeps you prepared for future hiring needs and helps you find the right candidates faster. 🔗 Read more here: https://zurl.co/xZiH #TalentAcquisition #Hiring #Recruitment #ApplicantPool #HRStrategy

Passive candidates—those not actively seeking new roles—constitute about 70% of the global workforce. Employee referrals can help you tap into this pool. Encouraging employees to connect you with their professional networks can open doors to exceptional candidates. This talent will trust firsthand accounts of what it's like to work at your company more than any recruitment pitch. #Recruitment #Hiring #TalentAcquisition https://lnkd.in/gnsTnYq9

Passive candidates—those not actively seeking new roles—constitute about 70% of the global workforce. Employee referrals can help you tap into this pool. Encouraging employees to connect you with their professional networks can open doors to exceptional candidates. This talent will trust firsthand accounts of what it's like to work at your company more than any recruitment pitch. #Recruitment #Hiring #TalentAcquisition https://lnkd.in/gmtVdW5Z

Passive candidates—those not actively seeking new roles—constitute about 70% of the global workforce. Employee referrals can help you tap into this pool. Encouraging employees to connect you with their professional networks can open doors to exceptional candidates. This talent will trust firsthand accounts of what it's like to work at your company more than any recruitment pitch. #Recruitment #Hiring #TalentAcquisition https://lnkd.in/e4ZGpGiq

🚨 The Rise of Candidate Ghosting in Recruitment 🚨 In today's competitive job market, the phenomenon of candidates ghosting recruiters has become rife. This trend not only disrupts hiring timelines, but also impacts the overall efficiency of recruitment processes and the recruiters themselves. As recruiters facing this challenge, it is important that we adapt and develop strategies to keep candidates informed and engaged. What are your opinions on this? How do you think we can mitigate the challenge? Leave your ideas below 💡 Click the link for a deeper dive into these trends, including hints and tips to combat candidate ghosting👻

🔍 Unmasking the Hidden Biases: How Third-Party Recruiters Miss the Mark Introduction: In the dynamic world of talent acquisition, third-party recruiters play a pivotal role. However, their narrow criteria and biased processes often hinder organisational growth and transformation. Let's delve into the pitfalls and explore how we can do better. 1. The Keyword Trap: Third-party recruiters often focus excessively on specific keywords. While this approach streamlines initial screening, it overlooks candidates with transferable skills. Imagine missing out on a brilliant data scientist just because their resume lacks the magic keyword, or the exact wording of their ad. This clearly demonstrates lack of knowledge, nor understanding of the industry they are recruiting for, its terminology, and the fact that different people using different terminology to describe similar functions. 2. Industry Tunnel Vision: Recruiters tend to favor candidates with a linear career trajectory within a single industry. But what if a marketing guru could revolutionise your tech startup? By pigeonholing applicants, we stifle innovation and cross-pollination of ideas. 3. The "Safe Bet" Syndrome: Recruitment agencies often play it safe, opting for candidates who fit the mold. Yet, diversity drives creativity. A seasoned teacher might bring fresh insights to a corporate training role. Let's break free from the "safe bet" mindset. 4. Bias in the Process: Prejudices seep into recruitment processes. Unconscious biases affect decisions, leading to missed opportunities. We must acknowledge these biases and actively counteract them. 5. The Ripple Effect: When recruiters overlook unconventional candidates, organisations suffer. We miss out on diverse perspectives, cross-functional expertise, and transformative potential. It's time to embrace the outliers. Conclusion: Let's challenge the status quo. Third-party recruiters can be allies, not gatekeepers. By widening our lens, we empower employers and applicants alike. 🌟 Remember, change begins with awareness. Let's foster a more inclusive recruitment landscape—one that celebrates uniqueness and fuels organisational evolution. 🚀 *Note: This post is not meant to generalise all recruiters; many do exceptional work. However, it's essential to address systemic issues for collective progress.* 🤝 References ¹: [Recruitment Failure: How Recruiters Fail in Terms of Process and Strategy](https://lnkd.in/gScA3ibf) ²: [Top 20 Reasons Why Recruiters and Recruiting Agency Fail](https://lnkd.in/gQX5jMGY) ³: [Role of the Migration Agency vs. Third-party Recruiter](https://lnkd.in/gYzFXbFZ) ⁴: [Why Third-Party Recruiters are Annoying and How to Handle Them ... - Reddit](https://lnkd.in/gxgncPYD)

Passive candidates—those not actively seeking new roles—constitute about 70% of the global workforce. Employee referrals can help you tap into this pool. Encouraging employees to connect you with their professional networks can open doors to exceptional candidates. This talent will trust firsthand accounts of what it's like to work at your company more than any recruitment pitch. #Recruitment #Hiring #TalentAcquisition https://lnkd.in/gVBiCUXd

Here's a bitter pill to swallow: You're attracting mediocre candidates. But don't worry, it's a fixable problem. Every day, I see organizations committing the same mistakes. They're bombarding job boards with generic job descriptions. They're relying solely on recruitment agencies. They're using outdated methods of screening. The result? They're stuck with average talent. Now, you might be wondering, what's wrong with that? Here's the harsh truth: Average talent equals average performance. It's as simple as that. But let's paint a more vivid picture. Imagine a team member who is just 'okay'. They meet their deadlines, but barely. They contribute, but not significantly. They're present but not truly engaged. That's what average looks like. And when your organization is full of 'average', growth and innovation are stifled. So, what's the solution? First, get specific with your job descriptions. Specify the skill set, the mindset, and the work style you need. This filters out the unqualified and the uninterested. Second, don't rely solely on recruitment agencies. Leverage your current team's networks. Offer incentives for successful referrals. The best people often surround themselves with the best people. Third, update your screening methods. Use tools that assess the candidate's soft skills, problem-solving abilities, and cultural fit. A resume only shows a fraction of what a candidate can offer. In short, improve your recruitment approach, and you'll attract high-quality candidates. You're not doomed to settle for average. You have the power to change the course. Start now, and see the difference high-quality candidates can make. Don't just read this and move on. Take action. Evaluate your recruitment methods today. Make the necessary changes. You'll thank yourself later when you have a team of high-performers driving your organization forward. Share this Post and thoughts if you've found it useful.