how to recruit passive candidates37% of US candidates are passive job seekers. And faced with the ever-present war for talent, targeting active job seekers is no longer enough. More and more recruitment managers are trying to reach those passive job seekers who stay behind the comfort of their screens.
Passive candidate sourcing may not be the answer to fill every vacant position – some job openings are efficiently and effectively filled with active candidates. But it’s important for hiring managers to make use of the passive recruitment process.
👇 In this post, we’ll be looking at the differences between passive and active candidates, and learning how to target those passive job seekers that may well be the answer to your talent shortage. By the end, you’ll know the best tips and tricks on how to recruit passive candidates!
The Difference Between Active and Passive Candidates
Passive Candidates
A passive candidate is an individual who is being considered for a specific job position but is not actively seeking a new job opportunity. They have not applied for any job vacancies and are not actively searching for a new job.
Despite this, their skills and experience make them desirable to hiring managers who may reach out to them to consider the position. Passive candidates are often professionals with highly sought-after skills and experience, which can make them difficult to recruit, particularly if they are content and well-compensated in their current role.
Active Candidates
On the other hand, active candidates are those who are actively seeking a new job opportunity. They regularly surf job boards, submit job applications, and use social media to search for job openings. They may be either unemployed or seeking better opportunities. Active candidates are open to approaches from recruiters and are usually eager to discuss potential job opportunities. They are generally optimistic and hopeful about finding the right job.
Passive candidates, however, are a different story. They typically do not use job boards and, when they use social media, it is not usually for job-seeking purposes. They may use career-related social media platforms to network within their industry, develop their skills, and make relevant connections. As a result, engaging passive candidates requires a more strategic approach, and recruiters must be prepared to build relationships and establish trust over a longer period.
How to Find Passive Candidates
Find passive candidates on social media
The act of passive candidate sourcing via social media has been the subject of many debates. Some believe it cannot deliver any value and will avoid using it, while others understand its potential, especially when it comes to reaching passive job seekers. Social media platforms provide HR managers and recruiters with a way to reach their target job market where they have a presence.
73% of job seekers aged between 18 and 34 found their last job through social media. To find the perfect job candidate, you need to carefully consider which social media platform(s) to use. It may be helpful to look at your company’s social media pages to determine which platforms are most active.
Social media tools such as hashtags can also be valuable in recruiting. Hashtags can be used to narrow down search results and ensure that passive candidates who are qualified are shown. Some platforms allow you to follow a specific hashtag, which notifies you of new posts that use that hashtag. Utilising hashtags with intent and purpose can improve your chances of passive candidate sourcing.
Find passive candidates through employee referrals
When it comes to finding the right job candidate for a position, one of the most reliable sources of recommendations is often your current employees. They have an intimate understanding of your company's culture, values, and work environment, making them uniquely qualified to identify the right fit for your team.
Referrals from current employees have been shown to lead to increased trust between the job candidate and employer, as well as better job performance and longer retention. In fact, research has shown that referred employees tend to perform better and stay in their roles longer than those hired through other channels.
To encourage your team to give their best recommendations, it can be helpful to offer an employee referral program. This could be a financial reward, but it doesn't have to be. Other options could include flexible hours, a day off, or a gift voucher. By offering an incentive, you can motivate your team to think carefully about their recommendations and provide the best possible job candidates.
When sending out the referral email, it's important to be clear and specific about the role you're looking to fill. Be sure to provide details about the hard and soft skills required for success in the position, as well as any other relevant information about the company, team, or work environment. This will help your team to make relevant recommendations and ensure that the job candidates they refer are a good fit for the role and the company.
How to Recruit and Engage Passive Candidates
Know your stuff before you contact candidates
When it comes to figuring out how to recruit passive candidates, you only have a few seconds to make a positive impression. To do this, it's crucial that you have all the necessary information about the job description, salary, benefits, and company brand on hand.
Passive candidates are often interested in the salary and level of responsibility, so having these answers ready is crucial. If the candidate is not interested in the job due to a lower salary or lower-level position, consider asking if you can connect with them on social media. This way, you can keep them in your talent pool for future opportunities.
Keep your social media content interesting
If you're trying to figure out how to recruit passive candidates, it's important to keep your social media content interesting and interactive to maintain a candidate's interest. Instead of just posting job openings, try to regularly share valuable information that will appeal to your followers.
Make the application process as easy as you can
To keep a candidate interested in the opportunity, make the application process as easy as possible. Send the necessary information about the job description, salary, benefits, and career prospects right away, and suggest a meeting or video chat while they are still on the line. Try to set a specific date and time for the meeting or video chat to keep the momentum going.
When you finally get to hop on a call with a passive candidate, it's important to build a rapport with the candidate and make a personal connection. Ask questions about their background, interests, and goals to show that you value them as an individual. This can help to establish trust and increase the chances of the candidate being interested in the opportunity. Yep, passive candidate sourcing can be tricky!
Engaging passive candidates is a little different
Passive candidate sourcing requires a different approach than active candidates, so it's important to understand that they won't come to you for an interview. Instead, you'll need to arrange to meet them in a place that suits them, such as a coffee shop close to their home or workplace. Avoid asking them to complete too many forms or supply too many documents early on in the process; instead, save this for later stages.
If you agree to a video chat, be flexible and willing to accommodate the candidate's schedule, even if that means meeting after hours or on the weekend. Remember, at this stage, you're the one who needs to make the candidate feel valued and engaged in the process. If you do arrange a meet-up, it's important to settle the full bill yourself and not accept any contribution from the candidate, even if they offer. These strategies will help ensure that your passive candidate remains engaged and interested in the opportunity.
Takeaway
Even though it's a lot easier to go after active candidates, it's important to consider passive job seekers who have the skills and experience you need. To find these elusive candidates, social media and employee referrals will be your best bet.
And when you do reach out, it's crucial to be well-informed about the job description, salary, benefits, and company brand. Plus, you'll want to make the application process as smooth and simple as possible.
But the real key to engaging with passive candidates is building a personal connection and establishing trust. That means being flexible and accommodating when it comes to scheduling meetings or video chats. By taking these steps, you'll ensure that your passive candidates stay interested and engaged in the opportunity. ☀️
Here are some tips to help HR managers and recruiters effectively target passive job seekers:
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Mobile optimisation is a must - Simply having a website isn't enough. You need to make sure your careers site is mobile-optimised, so passive job seekers can easily access it from their mobile devices.
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Post job openings regularly - Posting updates about job openings at specific intervals throughout the week can yield better results than posting once at a random time. However, be cautious not to overdo it and deter potential candidates.
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Offer multiple application options - Make the job searching and application process as easy as possible for passive job seekers by providing options for them to contact you or submit an application via their mobile device, social media, SMS, or even Zoom calls.
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Track and measure results - Measuring the results of your social and mobile recruitment efforts is essential to ensure you have the right mix of ingredients to successfully target passive job seekers. Tracking can also help you filter out those who showed interest in your post or ad.
What are your thoughts on passive candidate recruitment? ⬇️Social media platforms provide HR managers and recruiters with a way to reach their target job market where they have a presence.
