'Passive talent pool': How employers can nudge people into new jobs

Companies should take steps to become more appealing in order to nudge the "passive talent pool" into new jobs, according to a new whitepaper from LHH.

The whitepaper said this "passive talent pool" refers to workers, and even jobseekers, who are eager for new opportunities but are not taking action.

They include employees and applicants who are on the lookout for open roles but at the same time do not act when an opportunity is presented, such as applying for jobs, answering calls from recruiters, or actively interviewing.

LHH attributed this shift in the uncertainty in the workplace, leading to many employees staying in their current jobs as they shift their priorities towards stability.

In order to gain the attention of the "passive talent pool," LHH said organisations should make themselves more appealing to employees.

"Some are better positioned than others, as workers are drawn to certain industries," it said. "But any company looking to win over top talent will need to demonstrate that they have a supportive culture, a strong employee value proposition, and that they are investing in programmes to future-proof their people."

Retaining, supporting passive talent

On the other end, employers who want to retain their talent pool should emphasise internal mobility and career development programmes, according to LHH.

"[These] will allow companies to redeploy talent across the organisation, meeting employees' desire to stay put, and reducing potential layoffs as the business shifts," the paper stated.

Well-trained managers are also the key in guiding employees amid uncertainty.

"Managers should be equipped to identify and promote skill sets that position the organisation for the future and provide multiple paths for employees," it added.

Read more on how to navigate the current employment landscape in this whitepaper from LHH.