When it comes to passive candidate sourcing, executive recruitment software is immensely useful for head-hunters. The executive search service is about delivering the best possible executives to client companies. This means that both active and passive candidates should ideally be included in the candidate list. However, the problem is locating passive executive candidates.
Why is passive candidate sourcing challenging?
Head-hunters know that executives who are actively seeking new opportunities are easy to find and approach. These executives are open to different offers, and are willing to listen when approached by head-hunting teams.
Conversely, passive candidate sourcing is a challenging matter. Senior-level and C-suite executives are usually very much in demand. Their companies want to ensure the executives are satisfied in their positions and do their best to keep them happy.
The executives themselves prefer to stay in one company for a solid number of years building their portfolio rather than jumping between different roles and companies. Hence, they are not out in the market looking for better prospects. And senior executives are also extremely hard to approach as their time is already fully occupied with important work matters.
So how does executive search software help head-hunters to procure talent?
Executive recruiting software is the best place to start when head-hunters are scouting for passive talents. A powerful executive recruitment software can be an all-in-one solution that helps executive recruiters research, source, engage and manage talented executive candidates.
Head-hunters are more productive if they utilize the executive recruitment software when conducting their talent search. It also enables head-hunters to be more efficient.
The executive recruitment software is useful in two different ways – when head-hunters are scouting for fresh executives on the internet and when they have an ATS platform to work with.
LinkedIn is usually the first stop when sourcing candidates. However, many executives do not update their profiles regularly. So the information is likely to be old, outdated and incomplete. That’s why head-hunters will need to dig a bit deeper when compiling information on a candidate profile.
An executive might have professional accounts on different networking sites with varied bits of information. It can be challenging to search for and collect all this data to create a useful picture of an executive. Utilizing a recruitment software is helpful in this regard. A user can quickly toggle between different sites and compile the information.
If a talent acquisition team wants to continue using the ATS they have at the moment, a good executive search software can still provide an extra boost to their work. After identifying the most well suited passive executive candidates, they can approach them, create a list of potential candidates and finally then export them to their ATS system.
Using a state-of-the-art executive recruiting software enables ATS users to stay on top of their best candidates. Traditional ATS systems do not really show the latest information on a candidate unless the head-hunter has updated the data. Only those who’re using a powerful executive search software can be certain that they have the most updated and comprehensive information on their candidates.
Learn more about executive search software and passive candidate sourcing by visiting https://talentis.global/recruitment-software/recruiting-passive-candidates/
I am Jones Smith and I am here to share my experience and expertise in writing. I’ve been writing articles for different publications for more than 6 years. I have a varied range of interests and that’s why I love blogging about different topics. In my opinion, blogging is a lot like acting, and I consider writing blog posts as an acting job. I am an entrepreneur by heart and there is nothing big or small when it comes to starting a business.