Imagine if you could accurately predict who was most likely to hand you their resignation letter with two weeks notice.
Imagine if you could proactively prevent it.
Now, imagine if you knew which individuals were most open to hearing from you about a new job opportunity. So you could target them and get the “Yes” every time. Instead of wasting your time with people who aren’t going anywhere soon.
Sound far fetched?
Reference Harvard Business Review in which two professors share the data from their new study.
Using publicly-available information, they were able to predict people who were twice as likely to consider a new job opportunity. To be clear, they were currently working (not active job seekers). Yet these people clicked on the job opening email twice as frequently.
Based on specific “trigger events” (a 2-year work anniversary, birth of a child, changes in Glassdoor rates, etc) the professors could accurately predict who was considering a career move. Also, if the person recently updated their LinkedIn profile, or exhibited other behaviors, they’re far more likely to consider a new inquiry.
Big data knows all, including which candidates you should go after… and who on your team is at risk.
p.s. Here’s my PDF list of 74 secret places that I look to find great candidates.
Jeff Hyman launched his recruiting career at Heidrick & Struggles and Spencer Stuart, the preeminent global executive search firms. Today, he’s Chief Talent Officer at Chicago-based Strong Suit Executive Search.
Along the way, Jeff created four companies, backed by $50 million in venture capital. He currently teaches the MBA course about recruiting at Northwestern University’s Kellogg School of Management and hosts the five-star Strong Suit Podcast.
Jeff has been featured by Inc., Fortune, Forbes, The Wall Street Journal, CNBC, Bloomberg, and other media outlets. He holds a master’s degree from Kellogg School of Management and a bachelor’s degree from The Wharton School.
No Replies to "How Recruiters Recruit the Unrecruitable"