Top Expert Tips on Recruiting Passive Candidates

Top Expert Tips on Recruiting Passive Candidates

It’s a well-known fact that the best talent in the job market is already employed — and why wouldn’t they be? They are good at what they do, are usually motivated and they aspire to advance in their career. All of those are qualities of an employee that is worth holding on to. However, these people are also most likely to be persuaded to change positions if a good enough opportunity comes along. While they are not frantically checking job boards, asking their friends for recommendations, or making calls to headhunters, if their dream job comes knocking at their door, they will probably open it.

These candidates are referred to as passive talent in the recruiting world. If we want to make sure our roles cross their paths and attract their attention, we need to think of creative ways to make them interested. According to a recent survey, passive talent is 120% more likely to want to make an impact where they work, so don’t you want them to be working for you while they do that? Here are a few expert tips to help you.

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1. Start a Blog and Establish Authority in Your Field

Creating quality content in your field, one that’s topical, relevant and interesting, will establish your company as an authority and will make potential candidates want to follow you online. If every time they look up news, trends, and information about their line of work they land on your website, they will remember the name of your company when they are ready to make a career move.


2. Make Sure Your Employees Are Well Treated

A big part of passive recruiting is to build up your company’s reputation, and that starts from within. If you make sure your current employees are happy with their work, with the company culture, with the benefits, with their career progression and more, they will probably share with others how fun it is to work for you. In some cases, they will even write reviews online about the company, helping you attract passive candidates.


3. Engage Them On Social Media

The main problem with passive candidates is that we need to get their attention when they are not necessarily looking our way. Social media, mainly LinkedIn, Facebook, and Twitter, are great places to do some research about those candidates and approach them directly. You can also communicate with them in different groups and forums, and build relationships to make them think of you the next time they’re job hunting.


4. Use Employee Referrals

Your existing talent pool is a great resource to help you find new employees, and they can make the process of directly approaching them much easier. Just imagine calling a passive candidate, out of nowhere, offering you a job, when they’re not even looking. They’d probably want to hang up as fast as they can, thinking it’s a sales pitch. But if they’ve already talked to their sister, and know that you’re going to call, now there’s a better chance this call is going to be successful.


5. Invite Passive Talent to Networking Events

A good way to create meaningful connections with candidates that will make them consider your company is to meet them face-to-face. However, many of them will not take the time out of their day to meet you for coffee, if they are not currently looking for work. Instead, invite them to network events in their field, seminars or lecture days. That way, the passive candidate has something to benefit, and you can grab them for a talk between events.


6. Post A Mission, Not A Job

If a person is not interested in switching roles, they will not be looking at job postings. But if you create an ad for a mission or a goal that appeals to their personal and professional interest, they might click it. For instance, if you’re looking for an app designer, you can use the title “Do you have what it takes to design the next Uber?” and advertise it in the relevant groups and with targeted audiences. Make something that will appeal to their egos.

Tip by: Miri Gal Bort, Sales Experts Executive Recruiters

Miri Gal