There are 3 questions that must be answered before making a critical hiring decision:
1. Can they do the job?
2. How well will they do it?
3. Will they stay & perform?
While it seems simple enough, engagement, turnover, and productivity of most companies doesn’t reflect that these questions are answered sufficiently. In most cases, I think the questions aren’t really understood well enough.
Recently I've seen a deluge of comments in social media forums, Q&A sections, and even advertisements suggesting that to hire successfully you must find those who are not looking for a new job - also known as "passive candidates." The prevailing thought among many seems to be that the best folks in the talent pool are passive candidates.
Sounds theoretically possible, right? Heck, it's good enough for an argument among those who follow broken traditional recruiting processes. But that's not even the most disturbing part of the logic. One of the commentators revealed more than he may have realized when, as he asked for tips and tricks to find passive candidates, he stated that he's got to find more because they are the top talent he needs.
Stop the presses!
When An Employers Market Really Isn't
We've recently experienced one of the highest unemployment rates in decades. Times are tough, but some companies are still hiring at various levels. To many, it would seem to be a target-rich environment for locating new talent. But there are pitfalls. I classify four different groups of available talent, and urge those in decision-making capacities to raise their awareness of each group.
It's an easy assumption to say that some who have found themselves out of work were simply not up to grade in the first place. And it's fairly safe to say that they will have the most difficulty re-entering the work force.