Engage those passive candidates
There are Sourcers who took their current jobs without much experience or training. To some, the role of sourcing means you search candidates off LinkedIn and Indeed and send off emails with reckless abandon. By this, I mean some Sourcers will perform a search, and without discretion, send a contact email to all candidates that show up in the search.
It is akin to a throwing a dart, with your eyes closed. This style of sourcing focuses only on the candidates who respond favorably to additional interest. This technique is easy, fast, and has previously yielded great results. Now that every industry is feeling the unemployment squeeze, response rates are back to below ten percent, and multiple connection paths are required before a lead will respond to a passive email.
When we consider the Law of the 9, we must think about how those nine passive candidates can be engaged over time, no longer does a candidate no truly mean no.
There is time now to reflect on how we treat our nine. Do you log their rejections? Do you stay in touch with engaging content and genuine interest in their career? Or do you end the process when a candidate fails to respond? Successful Sourcers know that every candidate now matters. An under-qualified new graduate needs only to be followed for a year or two before they become the perfect experienced hire.
The Bureau of Labor Statistics states the average employee, across any occupation, stays in their job only 4.1 years. You never know where a candidate is in that tenure journey. Sourcers who understand the Law of the 9 known to log all candidates and understand that silence or rejection is only temporary.