Check out iCIMS' latest blog post from iCIMS blogger Gina Baxter.

Does your company have a compelling value proposition for passive candidates? If so, maybe it's time to reevaluate it. If not, maybe it's time you create it! In 2005, W. Chan Kim and Renee Mauborgne wrote a book called Blue Ocean Strategy. To summarize, Blue Ocean Strategy touches upon the creation of new ideas to increase profits and maximize corporate growth. Therefore, to do this, organizations must institute change and do the unthinkable -- create or reinvent a new market. Now, you might ask what HR can do to implement this strategy. Well, the end goal would be to create a corporate culture to support and link this thinking across departments. But, for starters, let's take a look at some tips on how to integrate this strategy to hire and retain your industry's top talent.

Tips to Develop a Blue Ocean Strategy for HR

1. Generate and Sustain High Performance– Create a structural approach for your key players. Do not just aim to beat the competition, but train your employees to be market leaders. Keep your hiring managers committed. Do not allow your organization to be bounded by your work environment. Instead, look for ways to link your hiring managers together to support your corporate goals. Build strategies to differentiate your organization to potential passive candidates. Leverage best-in-breed technologies to help you get to where you want to be. Remember, you want to get those jobs filled before the job is even posted!

2. Reconstruct Your Employment Brand– I was once told by a recruiter that 90% of her job was to know who she was trying to hire and how to motivate those candidates. As a marketer looking to HR, I thought this was brilliant. Why not build your strategy from what you know? Then, go out and capitalize on it. Take advantage at career fairs to showcase your employment opportunities. If your company is not well-known already, find new ways to create demand to your draw interest to your table. Give life to your brand!

3. Analyze Your Candidate's Experience Cycle- In every step of your candidate's experience, your organization has the opportunity to improve. After all, nothing is perfect. Ask yourself a few questions ... Is the application process easy? Does the current execution set the stage for strong employee retention? ... Or even, what can we do to create interest from new candidates on the job hunt? By asking these questions and many alike, you will identify any obstacles within the hiring process and be able to build and implement strategies for the future.

Human Resources professionals must partner with key players of the business to create a culture focused on growth and value innovation. As advisers to your organization, it is in your hands to create the means to hire the right candidate at the right value. Test the waters and you won't be disappointed in your results!