The sharply increased recruitment activities on social media and other online platforms do not go unnoticed. More and more organizations are posting their job vacancies online, hoping to receive responses from interesting candidates. The big question, however, is: does it work? Are you achieving the desired result or, more importantly, reaching the right candidates?

Three different colors

In this context, it seems wise to first delve a little deeper into what we call ‘the emotional state of the candidate.’ For convenience, we distinguish three colors in relation to the emotional state a candidate may be in: green, orange, and red.

The green candidate is clearly open to a new job. He or she is actively searching and will apply on their own initiative for positions that appeal to them. The reasons for this can vary. For instance, someone may be looking for a new, more attractive challenge than their current role—seeking more challenges or personal development. It is also possible that their current position is being phased out, or they have been informed that their employment will be terminated due to underperformance. These backgrounds can be important when the green candidate applies for your vacancy.

The orange candidate is, in principle, comfortable in their current position, performing well, and has no urgent reason to make a move. However, the orange candidate can be externally triggered and become (or be made) enthusiastic about a new role at another organization. This candidate is not actively searching, will not be scouring the internet, but is open to an interesting opportunity if it is brought to their attention.
An orange candidate will only make a move if the new position is compelling enough to leave their current role. This requires clear communication, a good and personal conversation, and a realistic presentation of the proposition. Only roles that truly align with their expertise and ambition will resonate. Approaching these candidates is only worthwhile with concrete, well-matched opportunities—scattergun approaches will not be effective.

The red candidate is not open to making a move. They are comfortable in their current position, still have plenty of challenges and development opportunities, and see no reason to leave. It is also possible that, for other reasons, this person cannot or does not want to leave their current employer. This candidate will not actively respond to job vacancies and will not be open to new opportunities brought to their attention.

Relevance

In practice, organizations that advertise online receive a variety of responses—both relevant and irrelevant. Social media platforms take a scattergun approach, widely distributing the advertisement through algorithms. Occasionally, the right candidate may be among the responses. But can you still see the forest for the trees? Even within the group of green candidates, there may be individuals who are not necessarily the best fit or who want to switch jobs for the wrong reasons. Making the right assessment and finding the needle in the haystack requires a significant amount of time, effort, and expertise.

This also raises the following question: Do you want someone who is available and can do the job, or do you want someone who truly fits your organization and brings new energy—the right person in the right place? Do you want just one candidate, or would you prefer to have a choice?
It may sound like preaching to the choir, but a successful recruitment and selection process truly requires human interaction. A candidate’s knowledge and expertise can, to some extent, be assessed on paper. However, personal qualities, skills, and cultural fit with your organization must be evaluated firsthand. Does someone fit well within the team, and do they bring that extra element that complements what the other team members have to offer? It is always beneficial to have a choice among multiple strong candidates.

This way, you achieve a true fit, bringing together people and organizations that will enjoy working with each other for a long time. And that is the goal, isn’t it?

Catch up over a cup of coffee? Feel free to contact our Consultant Koen Hemmes.