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 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 sourcing 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. 

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. They also tend to be more responsive and easier to engage throughout the hiring process.

It is considered very difficult sourcing passive candidates. If they are happy in their current position, they won’t be interested in interviews with other businesses. Additionally, they might need additional latitude during the hiring process to accommodate their present job. If you’re successful, plan for delayed start dates to ensure they give their current employer enough notice.

When you go ahead with sourcing passive candidates, you can still make an offer even if they outright reject it.

10 successful strategies for sourcing and engaging passive candidates

Engaging Passive candidates is typically more difficult as they are happy in their current role than active candidates, meaning it will take more work to win them into your company. However, they are still 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 quickly improve a recruiter’s ability to find the best passive candidates. These tools integrate with platforms to help recruiters seek in engaging passive 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 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 famous 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 in sourcing passive candidates is through social media platforms. Recruiters can join these communities and engaging passive candidates to find those who would be an excellent fit for their open roles.

•   LinkedIn. You can use LinkedIn for sourcing passive 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 you may otherwise miss. According to Glassdoor, Facebook is a great way to connect and sourcing passive candidates who may not respond on LinkedIn.
•   Twitter. Recruiters can find ways in engaging passive candidates on Twitter via marketing-specific keywords and hashtags.

Ensuring that your recruiting solutions integrate with these platforms is also essential. For example, Oorwin clients worldwide have successfully integrated 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 engaging passive candidates when they see your dedication to their needs. Focus on tailored ways to build trust and confidence with each engaging 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?
•   Are you 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 in sourcing 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. A few ways to do this include:

•   Showcase company culture. Branding could include videos, social media, photos and images, articles, or 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 sourcing passive candidates is a challenge. But it doesn’t have to be. Engaging with prospective employees correctly can help you source the best talent. A CRM (customer relationship management) software system can allow this.

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 remember all potential leads. It also allows you to understand which passive candidates might be open to new opportunities in the future.

6.   Set up a Referral Program

The best way of sourcing 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.

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 positions. 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 (particular) accomplishments relate to the position or business you’re looking to source for – just enough information to get a conversation going.

9. Offer candidates a work-life balance

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 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 said 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 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:

•   They are more likely to achieve their goals if they are involved with the company mission.
•   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 researching them.

Benefits of Recruiting Passive Candidates

Recruiting passive candidates requires more effort than conventional methods but comes with a wide range of benefits:

• 1. These individuals already have experience and knowledge from their current roles. They may have valuable insights into industry trends, market dynamics, and competitive intelligence that can benefit your company.
• 2. They are more likely to stay with the company for the long term. Due to their alignment with the company’s mission and values, so engaging passive candidates are less likely to leave shortly after being hired, reducing turnover costs.
• 3. They have already demonstrated ability and competency. Since they have prior experience, sourcing passive candidates typically requires less time to adapt to their new roles and start contributing effectively.
• 4. Companies are under less pressure to train individuals quickly. When you hire passive candidates, you often bring in individuals who already possess the necessary skills and experience for the role. As a result, there is a reduced need for extensive training processes.
• 5. Companies can make more informed hiring decisions. Passive candidates offer rich, detailed work histories and proven track records in their field, enabling companies to assess their qualifications for more informed hiring decisions thoroughly.
• 6. Engaging with passive candidates can expand your professional network and potentially lead to connections with other talented individuals in their industry.
• 7. Actively sourcing passive candidates can demonstrate your company’s commitment to talent acquisition and development, enhancing your employer brand in the eyes of potential hires.
• 8.  Identifying and engaging passive candidates for critical positions can serve as a part of your succession planning strategy, ensuring a smooth transition for key roles in the future.

Challenges and Solutions for Recruiting Passive Candidates

Recruiting passive candidates presents some challenges, including:

• Finding passive candidates in the first place: Passive candidates often don’t have their resumes posted online or actively apply for jobs. They are not actively seeking new opportunities, so building and maintaining a relationship with them can be challenging over time.
• Convincing them to switch to a new company: Passive candidates are often loyal to their current employers, which can make them hesitant to consider other opportunities. Switching to a new company involves risk, including the uncertainty of a new work environment, team dynamics, and job security. Passive candidates may be risk-averse and hesitant to take that leap.
• Competitive Market: In a competitive job market, passive candidates are often in high demand. Other companies may also be trying to recruit the same talent, making it challenging to stand out and attract their attention.
• Inactive Online Presence: Some passive candidates may have a minimal or inactive online presence, which makes it challenging to research their background, skills, and interests. This lack of information can hinder your ability to tailor your outreach effectively.
• Lengthy Hiring Process: Passive candidates may not be as motivated to go through a lengthy hiring process. If your recruitment process is cumbersome or slow, it can deter these candidates from considering your company.

Recognizing these common challenges and having a plan to handle them is essential. For instance, companies can mitigate the challenge of finding passive candidates by leveraging their employer brand, expanding their digital presence, and connecting with passive candidates one-on-one. Developing a comprehensive reach-out strategy and putting efforts towards creating and sending exciting content about the company’s activities to potential passive candidates can help reduce the risks associated with recruiting passive candidates.

In conclusion, recruiting passive candidates is a viable way to hire the best talent with the right strategies. It is essential to understand the benefits and challenges associated with this way of recruiting and strategize accordingly.  

Frequently Asked Questions

What is a passive candidate in recruitment?

A candidate under consideration by an employer for a particular position but not actively looking for a new job is known as a passive candidate. Passive candidates have yet to apply for any vacant positions and are not looking for work.

What are the benefits of recruiting passive candidates?

As passive employees are not hunting for other opportunities, there is less pressure to decide immediately. As a result, there will be a little rivalry to employ that top talent, and recruiters will have plenty of time to make rational data-driven choices. In contrast to active candidates, passive candidates already have a job and skills; therefore, they won’t embellish the qualifications on their resumes. Thus, the need for honesty and openness to foster trust will grow.

How to engage passive candidates?

Engage passive candidates by personalized outreach, showcasing company culture, offering career growth opportunities, and staying in touch with occasional updates.

What strategies can I use to engage passive candidates?

Only passive candidates respond to traditional outreach such as networking, job postings, and recruitment ads. They are more likely to be attracted to and actively target companies with desirable cultures and core values that align with their ambitions. For this reason, building a strong employer brand to attract the best passive candidates is among the most effective avenues of approach.