The unrecruitable employee is no urban myth. Even in a shaky economy, loyalty reigns. When people are loyal to employers and companies, it seems impossible to sway them towards change. This is where recruiters come in; recruiters drive change, and ultimately increase business, by approaching unrecruitables.
“Off limit” job candidates come in all shapes and sizes, but two groups deemed unrecruitable involve persons who are loyal to a fault.
- Content candidates are people who, despite having highly sought after skills, are satisfied with current positions and loyal to their employers.
- In contrast, prospects with non-traditional experience are often overlooked by employers that are loyal to their companies and hesitant to assume the risk of changing hiring habits.
Loyalty is not a bad thing, but everyone knows businesses thrive on change. Therefore, recruiters bridge connections between interested companies and respectable job candidates. They move businesses forward by introducing companies to unrecruitable prospects.
Recruiting the Content Candidate
Most high-end positions require precise skill and unique talent. Recruiters do extra leg work to find job candidates with such qualifications. Many times, people with distinct knowledge already work in positions similar to the ones that need to be filled. For this reason, recruiters are often met with resistance when they approach people who are content in their current roles. But this does not stop them — these recruiters boldly go where many won’t trek. They pursue prospects regardless of current job statuses and hold tight to a conviction that the right person will come around, even if it means approaching many content candidates.
Recruiting the Candidate with Non-traditional Experience
Employers overlook young candidates even when they possess much needed skills. At times, this encourages recruiters to operate on instinct, trusting that talent has no age bias. Knowing there are a lot of innovative young people looking for opportunities to exercise remarkable skill, recruiters look beyond the age of prospects. Instead, they focus on experiences, accomplishments, and recommendations rather than previous employment. The benefit of recruiting young candidates is the possibility of finding a prodigy or, at the very least, a person who is eager to learn.
The business terrain is always changing. Recruiters who explore untapped talent pools do their best to navigate hiring trends and economies in flux. This means that connecting an interested employer with a qualified prospect may involve recruiting the unrecruitable. By considering experienced people in high calibre positions, as well as young talent with unique abilities, recruiters expand the boundaries of business. Ultimately, recruiting the unrecruitable puts businesses and recruiters ahead of the trends.
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