What are Passive Candidates?
People that aren’t actively looking for a new job are considered passive candidates. These individuals may already be working, so they aren’t on the lookout for any new opportunities. They’re frequently sought-after by hiring managers since they have a documented track record of success. However, this also means that they probably aren’t scouring the job boards or applying to your listing; they can be hard to get ahold of, and it usually takes a quality headhunter (ahem) to convince them that the opportunity is worth their time.
How to Engage with Passive Candidates?
Engaging passive prospects necessitates a tailored strategy:
Research: Personalize your approach to passive applicants. Investigate their background, experience, and interests before crafting a message for them. Messaging a large pool of candidates is a great tactic for people on the job hunt, but for those that aren’t… it often takes a one-on-one conversation to bring them in for an interview.
Highlight Growth Opportunities: Passive candidates are often looking for new challenges and opportunities for growth, especially if they’ve been off the market for a while. Highlight these opportunities in your outreach and showcase how your company can help them advance their career.
Be Transparent: Make the recruitment process and expectations clear to passive candidates. Provide detailed information about the job opportunity, pay, and benefits. Withholding the details is never beneficial with passive candidates because they truly don’t want to waste their time on a job that isn’t meeting their expectations.
Follow Up Regularly: Stay in touch. You can use a range of communication tools such as email, phone, and social media. Prioritizing the candidate’s experience is key. Be accommodating, expert, and considerate of the candidate’s time and effort.
How to Recruit Passive Candidates?
Find a Recruiter: Recruiters have access to a sizable network of potential employees, including passive employees who might not be actively looking for new jobs. They can provide guidance on the best recruiting strategies, help develop job descriptions and provide insights into market trends and compensation packages.
Attend Industry Events: Attend conferences and events in your field to meet possible recruits. This is a great chance to introduce your business’ culture, beliefs, and job prospects to passive candidates. Take into account potential sources of candidates besides conventional internet job sites. Does it make sense, for instance, to get in touch with your local chamber of business, college, or state workforce?
Employee Referral Programs: Some businesses provide support for online employee referral communities and have devoted managers who keep an eye on the sites, direct referrals to resources, and provide real-time responses to queries.