Beyond the Active Pool: Passive Recruitment Tactics for the Plastics Industry

Have you ever had the perfect candidate slip through your fingers because they weren’t actively job hunting? How many times have you wished you could reach out to those hidden talents who are not on any job boards or career sites? In the competitive world of the plastics industry, these scenarios are more common than you might think.

Recognizing this, companies are starting to turn their attention to a different kind of job seeker – the passive candidate. These are professionals who are not actively looking for a new job but are open to good opportunities. And, guess what? They make up about 70% of the global workforce as revealed on Zippia’s research.

But here’s the real kicker: How do you effectively reach and recruit these passive candidates in the plastics industry? In this blog post, we’ll explore insights and actionable strategies to master this art of passive candidate recruitment.

Passive Talent: Who They Are and Why It Matters

Who exactly are these passive candidates we’re talking about? The term ‘passive candidate’ may sound a bit like an oxymoron, but it’s actually quite simple. Passive candidates are individuals who are employed and not actively seeking a new job but could be convinced to switch roles if the right opportunity comes along.

Yet, you might be wondering, “Why should we focus on passive candidates when there are plenty of active job seekers out there?” Here’s why:

  • Scope: Remarkably, a survey by CareerBuilder found that 81% of employees would consider leaving their current roles for the right job offer. That’s a large pool of talent you don’t want to ignore!
  • Quality: Passive candidates are often valued for their skills and experience. After all, they are already employed, which means another company saw their potential and snatched them up.
  • Less competition: When you reach out to passive candidates, there are fewer employers vying for their attention compared to active job seekers who might be juggling multiple job offers.

While there’s no one-size-fits-all approach to recruitment, incorporating passive candidate recruiting into your strategy can help you tap into a larger talent pool and potentially find the perfect person for your team.

Challenges in Passive Candidate Recruitment

While the idea of tapping into the wealth of passive candidates is compelling, it does come with its own set of challenges. Let’s take a closer look at some of these hurdles:

  • Contentment in Current Role: Passive candidates are generally satisfied in their current positions, which means they might not see a reason to change. This satisfaction can prove to be a tough barrier to overcome when you’re trying to convince them to consider a switch.
  • Lack of Urgency: Unlike active job seekers who are keen to land a new role, passive candidates do not have the same level of urgency. This could mean a slower recruitment process and a need for more follow-up.
  • Higher Salary Expectations: Because they are not actively looking for a job, passive candidates often have higher salary expectations. To attract them, you might need to offer a competitive package that goes beyond their current compensation.
  • Confidentiality Concerns: Passive candidates might have concerns about confidentiality. They wouldn’t want their current employer to know they’re considering other options.
  • Engagement Effort: Engaging with passive candidates requires more effort compared to active ones. They often need more convincing, regular follow-ups, and more engagement to consider a job change.

Specifically in the plastics sector, finding candidates with niche skills can be a challenge. The industry often requires specialized knowledge and skill sets, not easily found in the general talent pool. Plus, the industry is experiencing considerable growth, which means more companies are competing for the same pool of talent.

While these challenges may seem daunting, remember that they are not insurmountable. With the right approach and techniques, you can successfully overcome these hurdles and connect with top passive talent.

Strategies for Successful Passive Candidate Recruitment

The goal in reaching passive candidates isn’t about persuading someone to leave a job they love but more about presenting an opportunity that’s too good to ignore.

Here are the seven strategies that can help you get noticed by the passive talents:

1. Defining the Ideal Candidate

When it comes to finding passive candidates, having a clear image of who you’re looking for is the first step. This is where defining your ‘Ideal Candidate’ comes into play. This will make your recruitment efforts become more targeted, saving you time and resources. Plus, it provides a benchmark against which you can evaluate potential talents – making it easier to spot those passive candidates who could be a perfect fit for your team. But, how exactly do you do this? Here are some steps to consider:

  • Identify the Needed Skills: Start by outlining the specific skills, knowledge, and abilities required for the job. These should be directly tied to the tasks the candidate will be expected to perform.
  • Understand the Role’s Impact: Consider how the role contributes to your company’s goals. This can help you determine the kind of experience and industry knowledge the ideal candidate should possess.
  • Define the Right Attitude: While skills and experience matter, attitude plays a crucial role too. Consider the values, traits, and work style that would mesh well with your organization’s culture.
  • Consider Growth Potential: Look for candidates who not only fit the current role but also have the potential to grow with your organization. This can be significant for employee retention in the long run.

This is a dynamic process and it’s okay to revisit and revise your ideal candidate profile as your company’s needs evolve. The important thing is to keep it specific, realistic, and aligned with your company’s goals.

2. Establishing a Strong Employer Brand

Once you’ve defined your ideal candidate, the next question is: How do you convince them to consider working for your company? Answer: Employer brand – your company’s reputation as a place to work.

Keep in mind that your aim is to create a brand that not only attracts but also resonates with your ideal candidates – making them more likely to consider your company when they’re ready to make a job change.

Here’s how you can build an attractive employer brand:

  • Define Your Value Proposition: What makes your company a great place to work? Identify the unique benefits and opportunities you offer employees, such as growth possibilities, work-life balance, or an inclusive culture.
  • Showcase Your Company Culture: Share stories, photos, or videos that authentically represent your company culture. Utilize your company’s website, social media platforms, or even dedicated career sites.
  • Encourage Employee Advocacy: Your current employees can be your brand ambassadors. Encourage them to share their positive experiences, which can help attract potential candidates.
  • Ensure Consistency: Make sure your company’s branding is consistent across all channels. A unified message can help create a strong and identifiable employer brand.

Respond to Reviews: Engage with employees’ reviews on platforms like Glassdoor. Responding to reviews, both positive and negative, shows your company values feedback and open communication.

3. Optimizing Recruitment Efforts

To actually get your message in front of these passive candidates, you need to optimize your recruitment efforts. The goal here is to put your company on the radar of those not actively job hunting. So, think of all the places where these individuals might be present and ensure that your company has a strong presence there too.
Here are some strategies to might want to consider:

  • Use Social Media: Platforms like LinkedIn, Twitter, and even Facebook can be great places to find, connect, and engage with passive candidates that have the skill sets you’re looking for. Share your company updates, new job openings and engage with potential candidates by commenting on their posts or sending them direct messages.
  • Attend Networking Events: This could be industry-specific events, job fairs, webinars, or online forums. These arenas can help you connect with professionals in the plastics industry.
  • Leverage Recruiting Technologies: Tools like Applicant Tracking Systems (ATS) can be helpful in managing and tracking interactions with potential candidates. Other technologies, such as AI-based recruitment software, can scan and match resumes with job descriptions, saving you precious time.

Remember, it’s all about being at the right place, at the right time, with the right message.

4. Streamlining the Application Process

Let’s say you’ve successfully attracted the attention of an amazing passive candidate who is now interested in your open position. They’re sold on your company culture and are ready to make the leap. But as soon as they start the application process, they’re faced with a long, complex form that requires redundant information. Frustrated, they abandon the process halfway. And just like that, you’ve lost a potential talent.

To prevent this scenario, it’s crucial to streamline your application process. Here are a couple of tips:

  • Simplify the Process: Reduce the number of steps it takes to apply. The easier it is for candidates to apply, the higher the chances they will complete the process.
  • Mobile-Friendly Applications: As more people use their mobile devices for almost everything, ensuring your application process is mobile-friendly can greatly improve the candidate experience.
  • Clear and Concise Job Descriptions: Make sure your job descriptions are easy to understand and accurately represent the role, skills required, and expectations.
  • Acknowledge Receipt: Send a confirmation email as soon as an application is received. This simple action can improve the candidate experience significantly.

By making your application process as smooth as possible, you’re not only improving the candidate experience but also increasing the likelihood that interested passive candidates will follow through and apply. It’s a win-win situation!

5. Offering Competitive Compensation

Attracting top talent from the pool of passive candidates often requires more than just a strong brand and a streamlined application process. Offering competitive compensation can also be a compelling reason for passive candidates to consider making a job change.

Here’s how you can do that:

  • Market-Based Pay: Make sure your salary ranges are competitive with what other companies in your industry and region are offering. This information can often be found in industry surveys or websites like Glassdoor and PayScale.
  • Attractive Benefits Package: Beyond salary, benefits can play a significant role in a candidate’s decision to change jobs. This could include healthcare benefits, retirement plans, paid time off, flexible work hours, or remote working options.
  • Performance Incentives: Consider including performance-based incentives like bonuses or profit-sharing plans. These can be a powerful way of attracting high-performing passive candidates who are confident in their abilities.
  • Career Growth Opportunities: For many candidates, the opportunity for career advancement can be just as attractive as a high salary. Make sure to highlight any opportunities for learning, development, and career progression at your company.

Take note that it’s not always about offering the highest salary. The key is to offer a comprehensive compensation package that aligns with your ideal candidates’ values and career goals.

6. Maintaining Regular Contact and Nurturing Relationships

Forging a connection with passive candidates isn’t a one-time task. It’s about building a relationship, and that requires regular communication and genuine engagement.

Here are a few tactics you can use:

  • Personalized Communication: Tailor your conversations to the candidate’s interests and career aspirations. A personalized approach can make the candidate feel valued and more likely to consider a job change.
  • Periodic Check-Ins: A quick message or email every few months can keep your company on the candidate’s radar. It helps in nurturing the relationship and making sure they think of your company when they’re ready for a job change.
  • Share Relevant Information: Sending industry news, job openings, or company updates can provide valuable touchpoints with passive candidates. It shows you consider their professional growth, even if they’re not currently looking for a job.
  • Offer Constructive Feedback: If a candidate has interviewed with your company before but wasn’t selected, providing constructive feedback can help maintain a positive relationship. They’re likely to appreciate the feedback and consider your company for future opportunities.

Without a doubt, building relationships with passive candidates is a long game. But, by consistently showing interest and providing value, you’re more likely to be top of mind when they’re ready to make a career move. And that’s when your efforts will pay off.

7. Partnering with AMG

When it comes to passive candidate recruitment in the plastics sector, partnering with an experienced team like AMG can make all the difference. Our team is seasoned in identifying, engaging, and attracting passive talents, making your hiring process less daunting and more efficient.

Here’s how we can assist you:

  • Industry Expertise: We understand the nuances and demands of the plastics sector, which allows us to connect with high-quality passive candidates effectively.
  • Tailored Recruitment Strategies: We don’t believe in a one-size-fits-all approach. Our recruitment strategies are tailor-made to suit your company’s unique needs and objectives.
  • Comprehensive Support: From defining your ideal candidate to negotiating job offers, our team is with you every step of the way.
  • Quality Over Quantity: Our focus is on delivering a shortlist of high-quality candidates who perfectly fit your requirements, rather than an overwhelming number of potential applicants.
  • Time and Cost Efficiency: With our streamlined processes and industry connections, we’re able to speed up your hiring process, saving you both time and costs.

Navigating the world of passive candidate recruitment can be complex, but with AMG by your side, you can confidently attract and secure top talent in the plastics industry. So, why wait? Reach out to our team at AMG today, and let’s work together to achieve your recruitment goals!

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