How to Reach Passive Candidates – The Strategic Solution

Internal recruiters are facing big challenges in today’s tight labor market as acquiring top talent becomes more laborious.  While job search engines and social networks such as LinkedIn have given HR teams better access to active candidates, today’s marketplace requires more strategic and specialized recruiting efforts to gain the attention of passive candidates.  

We asked AFL Global’s Human Resources Director, Ryan Burns his thoughts on this hot topic.

“Over the last decade of my career, but specifically the last few years, FGP has been a huge resource and partner to our HR and recruiting strategy at AFL,” Burns said. “FGP has supported us on several executive, professional and administrative level searches, not to mention the occasional temporary or contractor need. 

“The FGP team is always responsive, informative and thorough. It is also reassuring to know that when our plates are full, we have a resource we trust and depend on to handle whatever challenge we send their way.”

HR managers all agree that the more time spent thinking strategically about recruiting, acquiring and retaining top talent, the better. But even robust in-house HR teams can struggle with the time and resources it takes to find high-quality talent – that’s where FGP comes into play. A recruiting firm that takes the time to learn and understand a company’s culture and can effectively communicate its brand is a particularly valuable extension of the in-house HR team. FGP prides themselves on being this extension and building a partnership with clients.  

Recruiting the very best is an art and science and it’s something FGP continue to challenge themselves with every day. And being better at it, than the day before.