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Do Not Create Barriers for Passive Candidates During the Recruiting Process

It is safe to say that hiring top talent in today’s job market is tough enough, and that includes hiring within the Animal Health industry and Veterinary profession.

Since that is the case, you would think that the last thing you would want to do is make the process of recruiting and hiring talent even more difficult. However, that is exactly what some employers are choosing to do. One of the ways in which companies are doing this is by requesting—and sometimes insisting—that all candidates, including passive ones, apply for roles or fill out forms through the standard online application process.

This, to put it simply, is a mistake. Passive candidates are not actively looking for a new opportunity. From their perspective, they are not inclined to “jump through hoops,” and in most cases, will not do so. That is because in today’s job market in many cases, employers need qualified job candidates more than candidates need employers. And that is especially the case with passive candidates.

With all of this in mind, let us explore why creating barriers for passive candidates during the recruiting process is counterproductive to the goal of hiring top talent.

Recognizing the Value of Passive Candidates

Passive candidates are often highly qualified professionals who are already gainfully employed and highly regarded by their current employer. They may not actively search for job openings, but their skills, experience, and expertise make them desirable assets for any organization. In the Animal Health industry and Veterinary profession, where specialized knowledge and dedication are essential, passive candidates can bring a wealth of industry-specific skills and insights.

Traditional online job applications have their place in the hiring process, but they come with inherent limitations, especially when it comes to passive candidates.

Time-Consuming: Passive candidates are not actively looking for jobs, and they may find the process of filling out lengthy online applications burdensome and time-consuming. This can deter highly qualified professionals from exploring potential opportunities.

Impersonal: Online applications can feel impersonal, leading to a lack of engagement from passive candidates. When potential employees are not engaged or excited about the prospect of working with a company, they are less likely to submit applications or respond positively to initial contact.

Missed Opportunities: By insisting that candidates fill out online job applications or complete forms before they even get to an interview stage, employers may inadvertently overlook outstanding passive candidates who are not willing to go through the traditional application process. These missed opportunities can cost the company valuable talent. In fact, it could lead to the company settling for only active candidates who are looking for a job. As a result, the organization will miss out on some of the better candidates who are not actively looking for a job, mainly because they already have a job and are not willing to take the time to fill out a form.

The Passive Candidate Experience

Passive candidates have different expectations and requirements compared to active job seekers. To attract and engage these valuable professionals effectively, employers must offer a more tailored and flexible approach to the hiring process.

Networking: Passive candidates often rely upon their professional networks to stay informed about potential opportunities. Their networks often include good recruiters. Employers can tap into this by actively participating in industry events, conferences, and online communities to make connections with passive talent and build relationships with good recruiters in the field.

Passive Recruitment: Implementing passive recruitment strategies, such as maintaining a strong employer brand and using targeted messaging on professional platforms like LinkedIn, can pique the interest of passive candidates without forcing them through the traditional application process.

Personalized Outreach: When reaching out to passive candidates, employers should provide personalized messages that highlight the candidate’s unique skills and experiences. This approach shows that the company values the individual and their potential contributions.

Fostering a Positive Employer Brand

In the competitive world of Animal Health and Veterinary care, reputation matters. Insisting on traditional online applications for passive candidates can harm your employer brand and make your organization appear rigid and out of touch with industry trends. Instead, adopting a more flexible approach can enhance your reputation as an employer that values talent and fosters a positive work environment.

Attracting Top Talent: A flexible approach to hiring can attract top-tier professionals who are not actively seeking employment, but who are open to considering exceptional opportunities. This, in turn, can enhance your team’s overall performance and expertise.

Encouraging Employee Advocacy: When passive candidates have a positive experience with your organization, they are more likely to recommend your company to their network. This word-of-mouth referral can lead to a pool of high-quality passive candidates who are eager to join your team.

Promoting Diversity and Inclusion: Embracing a more inclusive hiring process that accommodates passive candidates can also promote diversity and inclusion within your organization. These candidates may come from a variety of backgrounds and perspectives, enriching your team’s dynamic.

Streamlining the Hiring Process

Contrary to common belief, adopting a flexible approach to hiring passive candidates does not have to be a time-consuming or resource-intensive endeavor. Instead, it can streamline the hiring process and yield significant benefits.

More Timely Decisions: Engaging with passive candidates directly can lead to faster hiring decisions. When you identify a suitable candidate who is already interested in your organization, you can expedite the interview and evaluation process.

Reducing Recruitment Costs: By connecting with passive candidates who are genuinely interested, you can reduce recruitment costs associated with online job postings, advertising, and other traditional methods.

Improved Candidate Fit: Passive candidates who are genuinely interested in your organization are more likely to align with your values, culture, and mission. This can lead to better long-term employee retention and job satisfaction.

Attract Passive Candidates with The VET Recruiter

We at The VET Recruiter have more than 25 years of experience attracting and engaging with passive candidates, especially in the Animal Health industry and Veterinary profession. We know where they’re coming from, what they want, and where they want to go. (And we know that what they do NOT want to do is fill out a standard online application.) During the past two decades, we have helped our clients find, engage, recruit, and hire top talent in both the Animal Health industry and Veterinary profession, and we can do the same for your organization.

Do not put barriers in front of passive candidates during the recruiting process—and don’t put barriers in front of yourself in your efforts to hire them. Instead, engage these candidates in meaningful ways that will attract them, and ultimately, convince them that your opportunity represents the next big step in the growth of their career.

We invite you to find out more about our Veterinary recruiting services for employers and also learn more about our recruiting process and how we can help you hire more veterinarians this year.

We help support careers in one of two ways: 1. By helping Animal Health and Veterinary professionals to find the right opportunity when the time is right, and 2. By helping to recruit top talent for the critical needs of Animal Health and Veterinary organizations. If this is something that you would like to explore further, please send an email to stacy@thevetrecruiter.com.

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