Tips for Attracting Top Passive Talent

The energy sector is absolutely booming and there is a high demand for experienced, top-tier talent. With this level of demand, the supply of readily available, easily recruitable talent is shrinking. There is, however, a remedy – recruiting passive candidates. This is especially beneficial for your company when you can attract passive talent from your direct competitors. They are already qualified, know the industry, and are generally productive from week one.

The big issue…quality passive candidates are not looking for you, they’re just as focused on performing their employment responsibilities as you are on yours. And let’s face it – most employees are resistant to change, even if it’s for the better. Making a job change always ranks high on the list of stressful life events, again, even if it’s a change for the better. So, how do you lure the best and brightest away from their current company to the unknown? These tips should help:

• Treat your employees well – word gets around. Sounds easy, right? Well, unfortunately it’s not always that cut and dry – but it should be. People in the energy sector know others in the industry, and they talk. Be sure you’re creating a good company culture at every level and that your employees know the talking points that identify what makes your company a great place to work.
• Network. Network. Network. It is important to constantly keep your company and its reputation in front of potential candidates. In our industry, there are many opportunities to network – attend energy industry events, conferences, trade shows and regional user groups. While attending, be proactive and “seen”, make new connections, share your company’s story and build your reputation. Taking the extra steps of leading committees, chairing events or sitting on boards will help to establish you as a thought leader within the industry.
• Invest time in and manage your online reputation. Beyond the importance of making a good impression in the real world, you need to ensure the impression you make in the virtual world matches. One great way to do this is to monitor and actively update social media and company review sites. Good candidates will research your company online before the interview. They will look beyond your website, so having a strong and positive social media presence will greatly benefit your company. It will not only send the message that yours is a great place to work but also allow existing and potential clients to see your organization in a positive light.
• Most everyone can be recruited – if you offer them the right fit. And, it’s not always about the money. Some candidates want to travel less (or more), others want vertical mobility, while others want to be in an environment where they will be continuously challenged. It’s so incredibly important that you learn what a candidate wants out of their career before offering a recruiting pitch – otherwise, you’re wasting valuable time. The most important question is one which results in the candidate outlining his or her career goals. Find out what’s missing in their current situation and explore if your organization can offer them the opportunity they seek.
• Persistence! Follow up periodically with those potential candidates who interest you.  A short email once a month to say hello keeps you top of mind. Build interest over time.  Just like any sales process, follow-up is key. A first contact might prompt interest. The second, they start imagining scenarios; the third, they might realistically examine possibilities – and so on. You never know what could change in a month’s time.
• Utilize the experts. Recruiting passive candidates is part art and part science. And, nurturing relationships with passive candidates can be a lengthy, involved process. Working with an experienced industry recruiter who understands the science and has spent years mastering the art of worldwide recruiting in the energy sector will give you the edge and help you attract the top-tier candidate who isn’t “actively looking”. With years of experience, a recruiter is an invaluable asset when it comes to attracting top industry talent and managing the relationship throughout the sometimes lengthy hiring process to keep your most desired candidates engaged.

A seasoned recruiter will also successfully manage salary negotiations and even prevent last-minute surprises like your almost-hired superstar considering a counter-offer from their current employer. With an expert recruiter in your corner, you don’t have to worry about mastering the art or learning the science that’s involved in the time-consuming task of recruiting the best talent in the energy industry, your recruiting partner handles it all. With your recruiting partner handling the heavy lifting, you can stay focused on your workload… as you wait to greet your new superstar when he/she arrives on their first day of work!

At Strategic Contract Resources, we operate under the basic principles of finding the right candidates for our client’s needs. Through these principles we have established and maintained our reputation as a premier recruiting firm supporting our clients in the energy industry with all their personnel needs. Contact us today to learn how we can help your firm hire top talent in the petrochemical, LNG, oil and gas, power, renewable energy, and related process industries.