How to Reach Passive Candidates

Finding the ideal candidate isn’t easy. Many organizations are struggling to fill their open positions because there just aren’t enough applicants. To combat this limited labor pool, companies have begun to shift their focus to workers who are still employed, which brings its own set of challenges. By using the ideas outlined in this blog to reach passive candidates, you’ll be able to take the necessary steps to transition them into active participants in your hiring process.

Build your brand. Developing a company brand should be a critical part to all of your recruiting efforts but even more so when looking for passive candidates. According to study on passive candidates conducted by Hubspot, 66% of those who changed jobs were aware of the company before applying. Simply put, if they don’t know who you are, a majority won’t even consider you as an option.

So what does it take to get that recognition?

Becoming an employer of choice and getting your name out to the general public isn’t something that can be done overnight. It is a process that involves developing relationships, showcasing your company culture and being creative in your marketing efforts.

In order to grab the candidate’s attention and keep your company on the top of mind, you’ll need to set your company apart. This means getting on social media and using engaging content formats such as photos and videos that will visually show your brand.

Reviews on Google, Facebook and Glassdoor are also an important part of building and maintaining your brand. In that same study by Hubspot, 92% of respondents said they’d consider switching jobs if a company with an excellent reputation offered them a position.

Passive candidates aren’t looking for just any job; they’re looking for the right one. If they see that a large number of customers, clients and/or employees haven’t been treated right in the past, it isn’t a good look for the future.

Write engaging job descriptions. Passive candidates are already less likely to apply online than those that are actively looking for work, making it even more important that your job descriptions don’t make them immediately click away.

When writing your descriptions with passive candidates in mind it is crucial to make it candidate-focused, which means detailed while maintaining value and relevancy. You’ll want to make it clear what the job entails and the skills needed to do it successfully without writing long paragraphs or lists. Another part you’ll want to include are the benefits that your company can offer them. This can include things such as salary, workplace perks and any additional compensation offerings. By including the benefits, you’ll get them to see not only what you’re offering but what their current company might not be.

PREMIUM CONTENT: North America Temp Worker Survey – To what degree do temporary workers recognize staffing firm brands?

Use a referral program. One of the most effective ways to reach passive candidates is through a mutual connection. When you consider your current employees as a whole, a vast network of secondary connections is created. That network will be full of individuals that would be open to leaving their current role. Having employees assist in the recruiting process and make that initial contact can save time in the hiring process and improve productivity. When you have high quality employees recommending their high quality connections, you’re bound to see an improvement in overall business.

However, asking your employees to submit names for the opportunity to work with their friend might not be enough. A referral program should be set up to create guidelines, monitor submissions and incentivize those that take part in it.

Invest in technology. Artificial intelligence (AI) has changed the recruiting industry. With a growing number of automation tools available to help source candidates, you can not only save time but discover higher-quality candidates.

With the help of AI-enabled programs, you can now search and analyze a wide range of candidate data and predict which candidates will be more receptive to new jobs. From there, you’ll be able to determine which people are active and which are passive, allowing you to make the necessary changes in recruitment strategies.

Offer flexibility. Passive candidates often hesitate to approach a new role because they don’t have time to go through the interview process.If it’s possible, offer them an interview process that’s flexible. Although a face-to-face interview is still the preferred method among most hiring managers, having a phone or video interview outside of their working hours will show your commitment and interest in the candidate.

The recruitment of passive candidates has become a necessary function to succeed in today’s labor market. While it can be difficult at times,the reward you get when you find the hidden gem that is just right for the role makes it all worth it.

Robert Hoeft

Robert Hoeft
Robert Hoeft is a marketing assistant at QPS Employment Group.

Robert Hoeft

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