How to hire the best passive candidates in travel
When travel companies need to hire new talent, many still cling to the idea that a good old-fashioned job ad will do most of the work for them. But in today’s travel recruitment market, that just isn’t enough. Looking at passive candidates in travel is now essential.
We are finding that passive candidates are increasingly the best fit for the job. Recruitment in the travel industry has changed immeasurably in the last few years, and now more than ever our relationships with potential candidates and our travel network are the key ingredients in a successful match between candidate and employer.
However, for employers who don’t hire very often this still comes as a surprise. When we’re engaging with new clients, many still think you get the same candidates by placing an advert and, the truth is that you don’t. These clients may have heard a lot about passive candidates, but mistakenly think this only applies to executive level travel recruitment. While it is the most obvious route for finding executive and C-level jobs, it’s worth considering for all roles as more of the candidate market catches on.
Read our lowdown on passive candidates in travel to find out more:
What is a passive candidate?
A passive candidate is usually already employed, and might not be actively looking for a new opportunity. However, they may have a good relationship with a travel recruitment agency and are open to a good career opportunity when it arises.
Why including passive candidates in your search for travel talent works
Passive candidates actually make up around 60% of the workforce. These individuals are not always easy to find, and often need to be identified and targeted. They’re usually the most valuable type of candidate as they often have sought-after skill sets and a successful work history. On another positive note, since they are not actively looking for work, they will probably not be interviewing elsewhere.
A successful hiring strategy should always include targeting passive as well as active candidates, including building a passive candidate pipeline. If you don’t source candidates from both groups, you are limiting your search for travel talent.
Why you need more than a job ad to find the best travel talent
Most job adverts are written to attract those who need a new role, but so-called cream-of-the-crop candidates may not have the same needs as their competitors. These top performers don’t just want another job, they want a better job. A client may easily advertise a vacancy themselves, which may indeed generate a number of job applications. However, a client could target passive candidates using a specialist travel recruitment agency, who will tailor the job search accordingly and target the perfect person for the role.
New trends are continually shaping the talent landscape. And, as with most popular industries, there is a shortage of skills in the travel industry. This means that candidates have more power than ever before in an ever-changing market place. It is an increasingly candidate-led market, which means companies need to evolve by also targeting the passive market to source the right travel talent.
How to access good passive candidates
A specialist recruitment agency is always going to have the widest and most accurate reach when finding passive candidates in travel. Progressive Travel Recruitment has a significantly higher social media presence than our competitors in the travel recruitment sector. This ensures that we appeal to the greatest number of potential candidates.
We always remind our clients that both active and passive job seekers will be looking at their social channels and website, too. It’s obviously the best way to share your brand, and most will look up your company profile before applying for a job with your organisation. So, making them the best they can be will help attract good candidates.
Attending networking events, creating your own database and implementing an in-house referrals scheme are other ways in which you can seek out elusive passive candidates. While candidates may be passive, it’s up to you to be active in seeking out those individuals who can help your company be the best it can be.
Our focus is on building a sustainable enterprise through repeat business and referrals. This has ensured that we are not the conventional recruitment agency where sales calls are the norm. We go beyond stereotypes and the generic approach used by so many in the travel recruitment industry. Our method of recruitment relies heavily on finding passive candidates. We use our vast database of potential candidates for a variety of travel roles worldwide. By using this initial valuable resource, and our specific networks in the worldwide travel and tourism sector, we source suitable candidates very efficiently. We also command the greatest travel recruitment profile on major platforms including LinkedIn and Facebook, and currently hold the highest growth rate on Twitter.
We also have another USP, which is that we’ve all worked in the travel industry ourselves. With contacts all over the globe, we understand the whole industry from the inside out. This is a great help with understanding how our clients’ businesses operate.
Active vs passive – finding the right person
Although broadening any search for travel talent to include passive candidates, you shouldn’t exclude active candidates or give automatic preference to passive candidates. Of course, the best candidates can come from anywhere. We find that passive candidates are often best when you’re trying to fill a difficult position.
To successfully recruit passive talent, it is important to build long-term relationships and build your talent pipeline. Even if a candidate passes on the position initially, they may come back to you later for a future role. It’s important to keep the door open and engage with candidates without wasting their time.