Over the past decade or so, employers have been finding it increasingly difficult to find first class talent that hasn’t been snapped up by the competition. Quality candidates are in high demand and so recruiters across the industry have started to put their time into targeting passive candidates over active ones.
The reason for this is that passive hires have been certified as productive employees by their current employers. They aren’t between jobs; they’re actively involved in roles role and sharpening their skill sets. The icing on the cake is that they’re also 25% more likely to stay at a company long-term. It is no wonder that recruiters have been increasingly reliant on passive candidates over the past few years. Below we show you 4 strategies for recruiting passive hires.
1. Find Prospects on Social Media
One of hurdles of recruiting passive candidates is finding them. After all, they aren’t applying to jobs on job boards - they’re in full-time employment. Social media is one of the best ways to search the web for candidates and screen them before talking on the phone. Platforms like LinkedIn, Facebook and Twitter can tell you a lot about a candidate’s preferences and work history. Once your ready to reach out simply send them a message via their profile.
2. Search Multiple Channels
Though social media is one of the most effective ways to reach your target candidates, you should be incorporating multiple channels if you want to enjoy long-term success. After all, not everyone is active on social media. Sometimes you’ll need to think outside the box to reach professionals where they’re most attentive.
For example if you’re looking to find a developer, searching a website like GitHub or a coding forum would be a great place to start. You could also use an employee referral program to search through your internal network as well. Just make sure that you don’t put all your eggs in one basket!
3. Highlight Opportunity!
Once you’ve found a candidate online, you need to sell the role to them. Reeling off the job description and a brief summary of the company isn’t going to cut it. Instead, you need to highlight the opportunities for growth and development that your role offers. You need to convince passive candidates that the role you’re selling has much more opportunity than their current one.
Whether you’re offering career progression, a higher salary, remote or flexible working, make sure you have a clear value proposition to bring to the table.
4. Get to Know Your Passive Candidates
Getting to know your candidate is recruitment 101, but it’s surprising how many recruiters overlook this. This is even truer when it comes to hiring passive candidates. Don’t fall into the trap of expecting the role to sell itself. In order to sell the role you need to know what’s important to your prospect.
Taking the time to ask questions about their current role can help to discover what they’re looking for in a new position. For example, if they are open to a role with more flexible hours, emphasizing the remote working potential of your position could help get them off the fence.