Passive candidates are individuals who are not currently looking for a new job, but may be open to new opportunities if the right one comes along. They are not actively engaged in the job search process, so you will need to use different methods to reach them.
Why is it important to recruit passive candidates for your open role?
This is a super-tight labor market!
For highly specialized roles there are more companies trying to fill that role than there are candidates. The days of posting your position and just sitting back to wait for a ton of qualified candidates apply to your role are gone (at least right now in 2022).
Even outside of this tight labor market, the majority of the job market is always primarily comprised of passive candidates. Passive candidates make up 70% of the global workforce. Also, 87% of both passive and active candidates are open to new opportunities.
Bottom line…you need to recruit passive candidates!
My top tips when recruiting and contacting passive candidates:
Use a targeted approach. When recruiting passive candidates, it’s important to use a targeted approach. This means reaching out to individuals who are a good fit for the role you’re trying to fill. You can do this by using job boards and social media platforms that focus on specific industries or roles.
Use a personalized approach. In order to stand out from the competition, you need to use a personalized approach when recruiting passive candidates. This means reaching out to them directly and personalizing your message. You can do this by tailoring your pitch to match the individual’s skills and interests.
Make it easy for candidates to learn more. When recruiting passive candidates, it’s important to make it easy for them to learn more about your company and the role you’re trying to fill. You can do this by providing them with detailed information about the position and the company, as well as by providing them with a link to your website.
Target your messaging. When reaching out to passive candidates, be sure to target your messaging to their specific needs and interests. For example, if you know they’re interested in professional development opportunities, highlight those in your pitch.
Use a personal touch. A personalized message always stands out, and it can go a long way in convincing a passive candidate to consider your opportunity.
Stay in touch. One of the best ways to recruit passive candidates is to stay in touch with them. This means keeping in touch with them on a regular basis. Follow up with those who express interest to ensure you don’t lose out on a great candidate. When they are ready to make the move, you are more likely to be the first person they will think to contact!
Try to establish a relationship with them before you need them. If you’ve taken the time to get to know someone, they’re more likely to be interested in hearing about a job opportunity when you reach out to them. Try to develop a relationship with potential passive candidates by staying in touch, even if they’re not currently looking for a new job.
Keep them informed. When you do have an opening that’s a good fit for them, be sure to keep them informed. You can do this by sending them a link to the job description or by reaching out to them directly.
Don’t bombard them with emails or calls. Passive candidates are likely receiving multiple job offers and might not have the time to respond to every inquiry. If you bombard them with emails or calls, they’re more likely to ignore your messages. Instead, try to be brief and to the point in your communication, and be respectful of their time.
Be prepared to make a strong case. Passive candidates are likely to be selective about the jobs they consider, so you’ll need to make a strong case for why they should consider yours. Be prepared to discuss the company’s culture, the team they would be working with, and the growth opportunities available.
Ways to find passive candidates
Use LinkedIn. LinkedIn is a great resource for finding passive candidates. You can search for individuals who meet specific criteria, such as location, job title, and skills. Use LinkedIn. LinkedIn is an excellent resource for finding passive candidates. Use the Advanced Search feature to find candidates who are not currently looking for a job, but who may be interested in hearing about open positions.
Use job boards. Job boards are another great way to find passive candidates. You can search for candidates who meet specific criteria, or you can post a job and let candidates apply online.
Use social media. Social media platforms such as Twitter and Facebook can be used to find passive candidates. You can search for individuals who meet specific criteria, or you can post a job and let candidates apply online.
Contact recruiters. Recruiters can help you find passive candidates. They have access to a large pool of candidates and can help you find the best candidates for your needs.
Connect with former employees: Former employees can be a great source of potential candidates. They may be interested in returning to your company or know someone who is a good fit for the job.
Use employee referrals. Employee referrals are a great way to find qualified candidates. Employees are more likely to refer someone they know and trust, and they can provide valuable insights into the candidate’s skills and qualifications. Consider an employee referral program, paying your existing employees a “finders fee” of maybe $1,000 or more. It certainly is quite a bit less than the standard 20%-25% placement fee from a head hunter!