5 Ways to Source and Engage Passive Candidates

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A Stellar Strategy for Sourcing and Recruiting Passive Candidates

When it comes to recruitment, finding the most qualified candidates is the key to success. But not all potential candidates are actively looking for a job change. These are what we call passive candidates.

85% of the workforce is made up of passive candidates. But 45% are open to speaking to a recruiter and changing their job. It is therefore important that recruiters expand their talent pool to include the non-active section of candidates.

What is a passive candidate?

The term “passive candidate” describes people who are satisfied with their jobs and are not actively looking for new ones. A quality marketing recruitment technique, such as inbound recruiting, can be used to find passive applicants.

The phrase “passive applicant” was created to refer to a particular target audience of potential candidates who do not submit their applications. These are frequently accomplished people with highly sought-after expertise and skill sets.

With 45% of the workforce not looking for a new job, but willing to discuss a new opening, proactive sourcing like the social network will be your best bet for recruiting this group of passive candidates. Different types of candidates have different levels of interest, so your recruitment strategy must be specific to effectively find, recruit, and then hire the best candidates. A quality marketing recruitment technique, such as inbound recruiting, can be used to find passive candidates.

Active vs Passive Candidates: a Comparison

Active job seekers typically have a great deal of motivation for their hunt. They attended your most recent webinar, have updated websites, and have submitted applications for the position you have listed on your careers page. Throughout the hiring process, they also tend to be more responsive and easier to engage.

It is considerably more difficult to engage passive candidates. If they are happy in their current position, they probably won’t be interested in going on interviews with other businesses. Additionally, in order to accommodate their present job, they might need additional latitude during the hiring process. If you’re successful, plan for delayed start dates to make sure they give their current employer enough notice.

When pursuing passive candidates, you can still make an offer even if they outright reject it.

10 successful strategies for sourcing and recruiting passive candidates

Passive candidates are typically more satisfied with their current role than active candidates, which means that it will be harder to win them to your company. However, that does not mean that they are not open to better opportunities.

1. Take Advantage of AI Tools for Sourcing, Screening and Matching 

Artificial intelligence (AI) tools, like candidate sourcing, screening, and matching, can improve a recruiter’s ability to find the best passive candidates quickly. These tools integrate with platforms to help recruiters seek candidates based on specific criteria, quickly delivering the ideal candidates right to the recruiter’s inbox. When choosing an AI-enabled recruitment solution for sourcing and engaging passive candidates, be sure you can accomplish the following:

  • Quickly find internal candidates using AI-powered matching
  • Locate resumes of candidates through AI-powered resume harvesting from popular job boards
  • Quickly find internal candidates using AI-powered matching
  • Use AI-powered Symantec search to locate internal candidates
  • Intelligently match jobs to candidates and candidates to jobs using custom algorithms
  •  Uncover similar candidates using AI-based matching
  • Uncover internal candidates who had been considered for similar jobs
  • Pull matching jobs from external sources for candidates using AI ranking and matching

2. Leverage Social Platforms to Source Passive Candidates

The best way to find and recruit  passive candidates is through social media platforms. Recruiters can join these communities and engage with candidates to find those that would be an excellent fit for their open roles.

  • LinkedIn. You can use LinkedIn to find candidates in several ways. For example, you can search for keywords related to their industry or companies that employ similar candidates. You can also use LinkedIn’s advanced search features to find candidates who meet specific criteria.
  • Facebook. Recruiters can use Facebook’s targeted search features to find high-quality candidates that you may otherwise miss. According to Glassdoor, Facebook is a great way to connect with passive candidates who may not respond on LinkedIn.
  • Twitter. Recruiters can find passive candidates on Twitter via marketing-specific keywords and hashtags.

It’s also important to ensure that the recruiting solutions you are using integrate with these platforms. For example, Oorwin clients around the world have seen success when integrating the Oorwin ATS with Linkedin.

3. Focus on Building Trust

Recruiters expect their candidates to have tailored CVs for open jobs. That works both ways. You have a bigger chance of winning and recruiting  a passive candidate when they see how dedicated you are to their needs. Focus on tailored ways to build trust and confidence with each passive candidate. These include understanding their skills, hobbies, and professional development interests. Ask questions that get to the heart of their career goals:

  • What do you enjoy most about your current role?
  • Do you feel you are being fairly valued at your company?
  • How do you interact with your manager?
  • What are your long and short-term goals?

4. Entice Passive Candidates

A crucial way to source passive candidates is by showcasing what they will gain by working with you. This is important because they may already be comfortable in their current job and location. Gently let them know how this new position will benefit them. Another way to entice candidates is by highlighting your company’s culture. This is a great way to attract passive candidates and encourage them to explore the job opportunities you are presenting. A few ways to do this include:

  • Showcase company culture. Branding could include videos, social media, photos and images, articles, or even podcasts.
  • Highlight civic responsibility. Sponsoring charity events, taking initiatives to reduce your environmental impact, and publicly showing that your organization is committed to positively impacting society can help you build a good reputation as an employer.
  • Emphasize your DEI focus. More than half of job candidates say that a diverse workforce is paramount when deciding which companies deserve their applications. Your employer brand should reflect your commitment to DEI initiatives.

5. Use a CRM 

Finding and recruiting passive candidates can seem like a challenge. But, it doesn’t have to be. Engaging with prospective employees in the right way can help you source the best talent out there. A CRM (customer relationship management) software system can help.

A CRM tracks all passive candidate contact information, and any notes about the conversation. Using this software will help you avoid duplicating your efforts and ensure that you do not forget any potential leads. It also allows you to understand which passive candidates might be open to new opportunities in the future.

6. Set a Referral Program

The best source of passive candidates for recruiters is frequently current employees. Recommendations have long been a cornerstone of contemporary recruiting techniques and for a good reason. According to studies, referred employees outperform non-referred hiring by up to 15%.

Each of your employees is connected personally and professionally through their networks. Additionally, these networks frequently include a lot of excellent candidates who could be a match for open roles at your business. However, passive candidates are significantly more likely to consider an opportunity presented to them by a personal connection than they are to reply to a communication from a recruiter.

Referral programs will assist you in locating more passive candidates and have also been shown to provide candidates of a higher caliber than other sourcing strategies.

7. Keep up with the industry developments

Recruiters might find more passive candidates by being aware of industry developments. It streamlines the procedure by generating alerts for events like mergers and acquisitions, recruiting intentions, layoffs, new projects, etc. Any upheaval or unpredictability could prompt workers to think about leaving their current position. Even if the news doesn’t directly affect the prospect, passive candidates will see recruiters familiar with their sector more favorably.

8. Convey personalized sourcing emails

Most passive candidates are content with their positions. They aren’t aggressively looking for new ones because of this. Gaining their trust and directing their interest are the only ways to get them to break out of their routine. Both tasks cannot be accomplished by a general email that may have been distributed to hundreds of recipients.

Emails that are personalized demand more thought. To save time, you could employ a general template. However, the email’s body should discuss what brought you to a candidate’s profile in the first place. Mention how their (certain) accomplishments relate to the position or business you’re looking to source for – just enough information to get a conversation going.

9.Offer candidates work-life balance

Due to the COVID-19 lockdown restrictions, many professionals experienced their first remote work situation. Clarifying the value of work-life balance while working from home.

Nowadays, passive candidates are more inclined towards a position with remote working policies rather than higher pay. This differentiates them from active and passive candidates, as they prioritize work-life balance more.

Employers who are unwilling to provide staff members additional flexibility, whether through a wholly remote position or a hybrid work arrangement, are more likely to lose out on top-tier passive candidates.According to a survey 72% of respondents, their family’s safety and protection are priorities. They are seeking employers who will safeguard their overall well-being.

10. Include opportunities and possibilities for advancement

According to a poll conducted by Koan, a goal-setting platform for teams- Employee engagement and communication are essential for maintaining employees’ motivation in their jobs. Engaged staff members are:

  • If they are involved with the company mission, they are more likely to achieve their goals.
  • If satisfied with their direct manager, team members are more likely to progress toward their goals.
  • If people believe their job counts, they are 7x more likely to produce work they are proud of.

You can learn more about what an “amazing opportunity” might be for possible new workers by doing a little research on them.

Does recruiting passive candidates merit the effort?

Definitely yes! particularly if your industry frequently experiences a skills shortage. It does, however, take time, planning, and effort to learn how to source in passive candidates. If you are not looking for a fast fix when you’re in a rush to fill a critical position,recruiting passive candidates can be a long term investment.

Oorwin is an AI-Powered Talent Intelligence designed for Intelligent sourcing, hiring, onboarding, and development of top talent. Here’s how it helps in recruiting passive candidates:

  1. Select candidates from a pool of qualified individuals, including passive candidates with the necessary competencies for a certain role.
  2. Automate to reduce tedious tasks like scheduling interviews, sending out reminders, prompting candidates for references, etc.
  3. Automated built-in emailing and 1:1 messaging to communicate with candidates.

Learn more about the power of a talent intelligence platform by taking a product tour today.

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