A good recruiter knows that when it comes to sourcing, timing is everything. You can scan for all the clues that indicate a candidate is a great fit, previous positions held, schools they’ve attended, what kinds of companies they’ve worked for and beyond, but all of this research could be for nothing if they just aren’t interested in leaving their current employer. Here at Entelo, we take the guesswork out of the equation with a key feature, More Likely to Move™ which uses dozens of predictive variables to surface those who are more receptive to new opportunities. More Likely To Move™ candidates are twice as likely to move to a new job within the next 90 days, which means when you see that indication on an Entelo profile, it means you’re striking while the iron is hot.
But what are some common indicators that someone is likely to move? And how can you strategize based on those circumstances?
1. The candidate has remained in the same position for a significant amount of time. According to recent economic research, for every additional 10 months an employee stagnates in a role, it increases the chances they will leave by 1 percent. If an employee is creating impressive work, but has remained in their current position for at least two years, this is an indication they may be interested in hearing from a recruiter. Ensure that the role you have to offer this candidate gives them the step up they’re likely looking for to increase the chances of getting a response to your outreach.
2. Changes in a candidate’s current company’s standing. If a candidate’s company was recently acquired, went public, experienced layoffs or gained new leadership, they may be more open to new opportunities. Changes, the good and the bad, are disruptive and can cause eligible candidates to take pause and evaluate their place at their organization. Take advantage of this reflective period as these candidates may be happy to explore opportunities elsewhere.
3. Academic changes. If a candidate recently received a new degree, they’re likely looking to use it. Take note as to whether their new degree is in line with their current position or not. They’ll likely be most interested in new positions that will put their new knowledge to work.
4. Demand for a candidate’s specific job title. If you’re noticing many open listings for the role you’re sourcing for, you’ll have more competition surly, but this also means a candidate will be more likely to move. If the candidate feels that they have options, it increases their confidence in leaving their current employer. Take advantage of this knowledge before your competitors do.
5. They’re making less than market value. If a candidate is making less than market value compared to others in their same role, this will increase the likelihood that they would be willing to leave their current employer for an increase in compensation. Ensure you’ll be able to offer this candidate more than they are currently making to guarantee your success in luring them away.
Uncovering all of these clues can help you act more strategically in your outreach, and save you lots of time wasted on candidates that were never likely to respond to your outreach in the first place. Unfortunately, doing all of this sleuthing can be just as much of a time sink as reaching out to candidates that aren’t likely to move. That’s why Entelo offers More Likely to Move™ as a feature to our existing customers. With these new insights, recruiters spend 75 percent less time evaluating candidate profiles. Learn more about all the features our new smart candidate profiles have to offer in this press release.