Employers Actively Seeking ''Passive'' Candidates to Fill IT Jobs
By Sean Ebner, Western Regional Vice President of Technisource
As technology workers continue their evolution from low-profile worker bees to irreplaceable assets, hiring top candidates has become harder. As a result, more companies are targeting passive candidates — i.e., those who are happily employed elsewhere but could be persuaded to switch for the right opportunity. The challenge is finding them. Since they are ''passive,'' or not actively looking for other another job, their resumes aren't in circulation and they aren't immediately visible.
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What's needed to locate, entice, and land these elusive gems is a mix of tested and emerging strategies. Take heart, though: The IT person you need is just waiting to be found, even if he or she doesn't know it yet.
Here are four ways to locate, entice, and land the best and the brightest.
Internet a Hotbed of Untapped Talent
The Internet is a second home for many IT people. They are on professional networking sites, such as LinkedIn, and social networking sites. These sites provide a great opportunity for initiating contact, seeking referrals, or delving into professional qualifications.
There are also numerous online industry blogs, discussion boards, trade publications, and organizations. Consider commenting on or starting a blog or Twitter feed. Being part of the action is a strategy that works.
Personal Networking Still an Unmatched Tool
Whether it's connecting with current and former colleagues, alumni, friends, or neighbors, networking is powerful. It can be as simple (and focused) as asking professional contacts to name the three or four smartest people they've worked with.
Seminars, conferences, and meetings are also great places to make connections. Professionals who take the time to educate themselves about developments in the field are the kind of self-motivated, forward-thinking workers businesses crave.
Getting Close to Candidates: What Have I Done for You Lately?
Successful recruiters are equal parts career coach and sympathetic friend. They focus on the candidate — what does he need, what does she want, what's lacking in the current job?
Many people, once they've settled into a job, lose track of what's going on in the market. Providing them with substantive information on pay, trends, and opportunities is a great service — and one that is sure to be appreciated.
Expand the Job, Widen Your Net
People working in similar jobs are just the beginning. Outside that sphere are teachers, vendors, consultants, even non-tech businesspeople with an interest in and knack for IT. As more companies seek IT pros with management and operations skills, it makes sense to look beyond purely technical expertise. A top candidate may have specific knowledge in areas such as network security or finance, or skills such as those related to project management.
Recruiting passive candidates will become even more critical as the IT job market tightens further. For candidates, the hope is that they will be pleasantly surprised to find that good things happen — even when you're not looking for them.
About the Author
Sean Ebner is the vice president of the western region of Technisource, a subsidiary of Spherion Corporation. Technisource is an established leader in the technology services industry, providing professional talent and IT solutions to businesses across North America. For more information, visit the Technisource website at www.technisource.com.
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