Categories of Passive Employees How Passive Are They Really - Spark Hire

Categories of Passive Employees How Passive Are They Really - Spark HireAs previously discussed on this blog, a passive employee is one that, while not currently seeking new employment, is open to a new opportunity. This pool of passive employees is considered to be large, with almost 80% of todays working professionals falling under the broad term of passive job seekers. For recruiters, passive employees are both a great candidate pool and a difficult resource to tap.This infographic found on LinkedIn(full size below) breaks down the pool of employees considered to be passive. Turns out, passive employees are not quite as passive as one might think. The infographic simultaneously categorizes passive candidates and shows what opportunities could be available to recruiters.Based on definitions from research by Lou Adler, founder and CEO of The Adler Group, the infographic breaks passive candidates down into tiptoers, explorers, and super passive categories. The data here reveals that the majority of those currently employed, about 44%, fall under the explorers category, or are people who are willing to be approached about a new job though they are not actively seeking one. To a lesser extent there are employed individuals considering a career change and only reaching out to those close to them with the idea. These tiptoers however, about 15% of those studied, are equally approachable if a recruiter or hiring manager welches seeking a new pool of candidates.These numbers should be encouraging to recruiters, because it means that the majority of employed individuals are willing to listen to a new opportunity. Even those who have been on the job for less than a year show overwhelmingly that they would be willing to have a discussion with a recruiter (47%). However, while these individuals are probably interested in listening, theyll most likely need a highly convincing argument to persuade them to move from their current company to your own. A passive candidate has more room to be selective when considering a new offer.LinkedIn suggests in the infographic some advice that is reiterated by many. Foremost, it is imperative to know what a passive candidate is looking for when asking them to leave the comfort of their current job. For many recruiters, the key to this is to listen well and then show them an offer that would fulfill their wishes. And if a candidate turns you down on the first try, it behooves recruiters to stay in touch. This could be through periodic emails or phone calls, via any number of social media sites, or through any other avenue that keeps you on their radar.How would you differentiate between super passive, explorer, or tiptoers? What has proved successful when trying to recruit them? Let us know in the comments below

5 Ways to Avoid the Post-Holiday Productivity Hangover

5 Ways to Avoid the Post-Holiday Productivity Hangover 5 Ways to Avoid the Post-Holiday Productivity Hangover Holidays are a time for family, fun, and celebration but the hangover that comes afterward can cause distractions at work, to the point that 62 percent of companies have reporteddips in workplace productivityduring the holiday season. Some employees even admit to shopping online during work hours in search of gifts and post-holiday deals.While were midway through January, many employees are still having a hard time readjusting to the daily grind. Employers need to strike a balance between flexibility and productivity after the holiday season while keeping morale high.Here are five ways companies can help employees more effectively plan and manage their time to overcome the post-holiday productivity hangover1. Anticipate DowntimeYour employees will inevitably be taking time off or returning from long vacations. Try to anticipate when youll be short-staffed and how to best a ccommodate this. Collect historical attendance and performance data to pinpoint when during the year your company has traditionally seen productivity downswings and higher numbers of employees on leave. Use this data to create a plan of attack, like staggering vacation days or hiring temporary help.2. Offer IncentivesA substantial incentive might be just the thing your team needs toget back on track.Create opportunities for employees to reap the benefits of their hard work, whetherthats abonus, some extra PTO days for exemplary performance, a friendly sales competition, or something similar.3. tischset a Year-End GoalBy the end of 2018, what do you want to accomplish for your business? This needs to be achievable, something every employee can contribute to, and something that can be easily tracked for progress. You can increase employee engagement by empoweringworkers with the knowledge of how they personally contribute to company goals, thus keeping productivity high.4. Be Flexible Consider flexible work arrangements work-from-home days, flexible schedules to meet employees in the middle. Odds are employees are trying to juggle family obligations and vacation plans in addition to their usual workloads. Allowing some flexibility can do a lot to reduce stress and keep everyone on track. Even something as small as allowing someone to come in early and leave early can seriously boostcompany morale.5. LeanInto ItIf employees are going to slack off a little anyway, why not put it to good use? Taking the office out to lunch or setting aside some time to acknowledge peoples accomplishments can help keep morale high. No one likes a Scrooge, so bring some cheer into the office. It can even as simple as setting fun personal goals for the New Year, and not just business goals.Raj Narayanaswamy is CEO of Replicon.