It might seem like hiring applicants that are actively seeking a new career is the best choice. They’re ready and willing to work, right?
Of course, these candidates seem like an attractive choice, but what about those that are less assertive? It might seem like more work now, but seeking out passive candidates will pay off in the long run.
Passive candidates are more willing to listen. They’re also more selective when choosing where to work. They’ll analyze everything before accepting a position. While this might come across as being a bit overboard, the companies these candidates choose are receiving a real asset that will likely stay with them for years to come.
According to the Department of Labor, “Finding these potential hires requires recruiters to be more active in their pursuit, but it’s definitely worth the effort – passive candidates comprise 84% of the potential workforce.”
So, how do you actively seek out passive applications without frightening them away or seeming too pushy?
Below, you’ll find top 10 tips that will help you hire top passive candidates without any issues.
1. Determine what makes the position and company attractive to passive candidates.
Is it the company culture, growth opportunities, or perks and benefits?
Once you have identified what makes your position and company attractive to passive candidates, highlight those aspects in your job postings and during the interview process. Show candidates that they will not only be fulfilled in their day-to-day responsibilities, but also have room for growth and enjoy a positive work environment.
Additionally, utilize your company’s employee advocacy program to showcase the positive experiences of current employees. Hearing from their peers can be a powerful tool in convincing passive candidates to consider your opportunity.
Finally, consider offering competitive salaries and benefits packages to attract passive candidates who may already have secure positions but are open to new opportunities.
Then promote these attributes in job postings and during the recruiting process.
2. Personalize outreach messages to passive candidates and highlight what makes your opportunity unique.
Rather than sending generic messages to passive candidates, tailor your outreach by researching their interests and experiences and showing them how your position aligns with those qualities.
Show them that they will not only be fulfilled in their responsibilities but also have room for growth and enjoyment in the work environment.
Demonstrate why your company stands out from others and how the candidate would truly benefit from considering your opportunity.
3. Offer a referral program to current employees for referring passive candidates.
By incentivizing current employees to refer passive candidates, you tap into their personal and professional networks to potentially uncover top talent. Offer a bonus or other reward for successful referrals to further encourage participation in the program. This not only helps in recruiting passive candidates but also strengthens relationships with current employees.
Overall, just by highlighting what makes your position and company attractive, personalizing outreach, and offering a referral program, you can effectively engage passive job candidates.
4. Utilize social media and networking events to connect with passive job seekers.
Through social media and networking events, you can showcase your company’s attributes and connect with passive job seekers in a more personal way. Utilize LinkedIn to share company updates and job postings, as well as participate in professional groups related to your industry.
Use Twitter to share company culture and highlight employee experiences, as well as attend industry events to network and make connections with potential passive candidates. Additionally, consider hosting your own events or participating in job fairs to further engage with passive job seekers in a face-to-face setting.
Utilizing these channels can help attract passive candidates and give them a more well-rounded picture of your company and opportunity.
5. Keep the recruiting process efficient and personalized, as passive candidates may have other opportunities they are considering.
