One of the biggest questions that head-hunters tackle is ‘how to find high-calibre executive candidates’? Undoubtedly, the most effective tool to help with this is executive search software.
When a search firm finds the best software for headhunters, the recruiting workflow undergoes a huge change and there are many positive upshots. From locating executives with the right skills to removing lengthy admin processes to strengthening communication, the executive recruitment software solution is a very handy tool for head-hunters.
Today let us focus on one huge advantage of using the executive search CRM system – passive candidate sourcing. This recruitment platform is the best way to identify top-tier executives who might be under the radar and not engaging actively in job hunting. It is the recruiter’s job to find such candidates and using the best executive search software solution is very helpful.
Candidate sourcing and finding hidden talent
In order to understand the importance of passive candidate sourcing software, we must recognize how incredibly dependent executive search is on this type of talent sourcing and placement.
As recruiting is centred on vetting and hiring senior executives, the talent pool is not as broad compared to middle managers and junior staff.
Hence, relying only on active executive candidates to reach out and apply for vacancies is not very effective. While they are easy to approach and keep engaged, they do not always meet the requirements or there are not as many senior executives actively seeking new roles right when clients want new staff.
Hiring is always competitive, particularly in executive search. Every head-hunter wants the best top senior executive because the clients want the best, most qualified candidate. But with the limited number of actively seeking candidates, it is not the most effective method of talent sourcing.
Instead, head-hunters and talent acquisition teams can leverage their executive recruitment software as passive candidate sourcing software. Using the best software for headhunters, recruiters can broaden their scope of the search and pick potential talent based on the client’s needs.
Use of recruitment software as passive candidate sourcing software
As mentioned above, passive candidates are those executives who are not necessarily looking for a new role. Most senior executives stay in their job roles for several years. It is up to the recruiter to find them, approach them with exciting and worthwhile prospects and ensure they are happy to try for the new role.
Social media is where most of the candidate sourcing often starts. While head-hunters and search firms do keep an updated talent pool, this doesn’t always provide the answer. And it is imperative to look beyond the candidate database stored in the recruitment CRM. Social networking platforms such as LinkedIn, Bloomberg or Xing have an immense database of professionals.
But the drawback here is that the head-hunting team needs to devote a lot of time to finding and sorting through potential candidates and then collecting information on each one. As the initial candidate longlist is quite lengthy and must include all the pertinent information, manual data collection is time-consuming.
This is where executive search software comes in. You can use it as a LinkedIn recruiter alternative. Limiting the search for executives to just LinkedIn can be limiting especially if you are seeking a senior executive for a niche role or in a different part of the world where LinkedIn is not very commonly used.
Another issue is that most senior and c-suite executives do not have time to be using social media and updating it frequently. So, it is more than common for them to miss out on messages and connection requests from recruiters.
Executives who are looking for new opportunities and activities in the job-hunting scene will review their messages and profiles. But for the passive executives, it is highly possible that they will either not be on the social networks as much or will not bother to check or reply to the hundreds of messages they are probably receiving every month.
Alternatives to executive candidate sourcing on social media
The answer to this is to use an executive recruitment software system like Talentis that acts as a LinkedIn recruiter alternative and widens your scope of search. AI-enabled CRM systems are great for helping head-hunters find suitable candidates just by typing in a few keywords. In just a couple of minutes, you will get a list of appropriate executives which you can filter and present to the client.
The next step usually involves collecting information on the candidate – career history, contact details, etc. But it can be a tedious task when you must manually collect and copy data for hundreds of executives from all the different social media platforms. Once again, executive recruitment software like Talentis can save the day. Instead of copying data and running the risk of storing outdated information, save each prospective candidate’s social media profile in the executive search software platform. This way, you can get easy and instant access to candidates’ social media profiles and not miss out on any updates or changes.