A CareerBuilder survey found that a third of top performers changed jobs in 2012. That’s a lot of people! Want to wager a guess how many of these top candidates found an opportunity through a job board or LinkedIn posting? I’d wager you it’s not very many. (That’s the difference between people who are working in the market and actively on the market.)
It’s a simple truth: when you’re good, you’re wanted. This means that you’re not out looking hard for a new positions. The job of anyone in an organization–not just a recruiter–is to constantly be on the look for those passive candidates who are killing it at their current gig but would be open to something even more exciting–and well compensated. Hiring top candidates like this has the potential to grow your company much faster and more seamlessly than hiring even a large number of less qualified people.
Imagine you were founding a new company, and could offer any salary and benefits to support hiring the top candidates you wanted (hey, I said “imagine,” right?). I bet at least five top performers from your personal network immediately come to mind as people you’d want on your site. Those are the amazing people you want to find in any industry–not the people who are spending time on job boards.
So how can SnapHop help with hiring top candidates? Creating a RecruitingHop mobile career site will ensure that, when a top candidate reads your email or tweet on a mobile device–the case with about 30% of emails these days–your job links will look great and work properly when clicked. It’s a simple thing, but it could mean the difference between catching that qualified candidate and not. And that could make the difference between a company or department succeeding or failing.
So are you ready to use mobile to go after the top third of candidates, or are you content with skimming from the middle?
Image from IntelFreePress, used under Creative Commons license.