The latest figures show that 12.7% of the Dutch working population is actively seeking employment. These are people who regularly visit job boards, sign up for job alerts, and consult their network to find a new job. In addition to this 12.7%, as many as 40-45% of the working population are latent job seekers. That's almost half of all workers in the Netherlands!
Active and latent job seekers together form a clear majority compared to people who are not at all open to new work. But why is it so incredibly difficult for employers, HR managers, and recruiters to find new colleagues? That's because most of them focussolely on the 12.7%of active job seekers in the recruitment process. After seeing these figures, we don't need to tell you that this is a shame!
Latent job seekers?
But first, what exactly are "latent" job seekers? Literally, they are people whoare passively looking for new or different work. That does not necessarily mean that they are unhappy or dissatisfied with their current job or employer. The latent desire for a new job can arise from ambition, boredom, or an impending necessity (e.g., changes in personal circumstances such as moving house or having a baby).
Almost half of the Dutch working population says they are 'latently job hunting'. Approximately40%say they arenot looking fora new job. But not everyone will 'admit' that they are looking around the job market or considering exploring the possibilities. These people can also be stimulated with interesting information about other organizations or by an attractive offer. That is why you can say that there are more potential candidates to reach than you had in mind.
Where can I find these latent job seekers?
Still with their current employer. Latent job seekers are defined as people who already have a job. They will therefore not approach you themselves to discuss your vacancy or vacancies. Thatiswhy it is important that you reach out to your target group within this group of latent job seekers:you will not reach this target group with a reactive attitude.So forget about job boards and your own career website as your main recruitment tools.
Move your communicationto the online channels where your target group spends a lot of time. Think of social media such as Instagram, Facebook, LinkedIn, SnapChat, or TikTok. Use advertising space on websites that your target group frequents and set up SEA campaigns for your latent target group. Immerse yourself in their interests and behavior to find the resources that match them.
Return on investment
This approach to recruitment strategy and communication may require a lot of adjustments and new working methods, but before you think that's too much effort, take another look at the figures!By focusing on latent job seekers, you can quickly reach five times as many potential candidates.
In times of War on Talent, you won't win the battle by focusing solely on those who are actively looking. Need we say more?
