The truth we face, post-pandemic, is that many people really feel much more prepared to shift positions, search out new challenges and alter employment gears. Job seekers needing a extra versatile work schedule the place they will catch some early morning surf then head to the native espresso store, and even distant staff on the lookout for extra freelance alternatives. And, it’s probably they’ve that inexperienced Open-to-Work banner on their LinkedIn profile image.
Generally one of the best candidates aren’t all the time these deeply dedicated to a full-time place, who have to be subjected to the poaching and enticement course of. Generally they’re. However, that banner doesn’t inform you their story. So, do you have interaction or ignore?
Recruiting And ‘Low-Hanging Fruit’
It’s apparent and understood that employers will all the time want one of the best candidates to interview after which provide employment to. I imply, why wouldn’t they? It is necessary, nonetheless, to grasp the place we glean these top-tier candidates.
Whereas cherry-picking from the highest of the tree may seem to be one of the best method, are you, as a recruiter lacking out on some premium, obtainable and extra reachable fruit? Sure, this fruit analogy could be taken too far, however you wouldn’t need to counsel a rotten apple as a possible candidate to your employer who has religion in your talents and abilities to choose one of the best for the place.
So the query for many people turns into whether or not looking for out these with the Open-to-Work banner is value it. Are these candidates simply low-hanging fruit?
Of Course, They Are Open To Work
There appears to be much less worry and trepidation about an worker’s openness to different alternatives than just a few years in the past. Workers really feel much less obligated to an organization and sense extra freedom to be open to new alternatives. To not point out the unlucky layoffs many have encountered just lately.
As recruiters, we must always perceive this mentality. Feeling much less obligated and promoting their open-to-work standing doesn’t diminish their worth of their present place or the place you might be looking to fill.
Most would agree that candidates would positively contemplate it if a recruiter got here knocking with a tempting provide. Whether or not they at present have a full-time place, just lately let go or just doing their very own factor. They’re clearly open to work.
So does utilizing the banner make the potential candidate appear determined for work and fewer fascinating to an employer? If we as recruiters have a extra open thoughts, then most positively not. Sadly, a few of us are a bit closed-minded about this.
The open-to-work banner alerts to LinkedIn sourcing and us as recruiters that the candidate is prepared to contemplate a chance that may swimsuit them. In any case, if a possible candidate has opted for the banner however their ability set and expertise are lower than normal, we gained’t even give them a re-examination anyway.
Discarding The Stigma Related With The Open-To-Work Banner
The open-to-work banner appears to be disassociating from the stigma beforehand related to it. Many have been initially skeptical about it, saying it doesn’t converse nicely of the candidate or may put employment seekers in a troublesome state of affairs ought to their employer discover out they’re on the lookout for different work.
Whereas the jury remains to be out on whether or not utilizing the photograph body is an effective choice, opinions on utilizing the open-to-work to recruiters are swinging in a much more optimistic method. Because it ought to.
In any case, it’s in regards to the candidate’s ability set, their first impression on LinkedIn, and if their talents and expertise match the required place. So why will we ignore candidates with the open-to-work banner? I counsel discarding that mentality and opening ourselves as much as the numerous proficient people on the market trying to find new alternatives. Let’s not let this LinkedIn function work towards potential high quality candidates or higher but, us.
Sure, they’re open to work. Not low-hanging fruit, however keen and passionate for brand new alternatives.
Taylor Moon is the Director of Content material at RecruitingDaily.com. She’s a seasoned Content material Director with a demonstrated historical past of working in varied industries, predominantly in digital advertising and know-how. As a hiring supervisor all through her profession, she’s labored carefully with recruiters and HR and acted as a sourcer and recruiter in varied roles, bringing a singular perspective into subjects.
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