Playing the long game - how to reach out to and recruit passive candidates

Passive candidates really are the apple of recruiters’ eyes. They make great hires, are usually happy to talk opps with you and more than 75% are open to actively looking for a new opportunity. Passive candidates can transform into active ones in seconds, so it’s super important to factor them into your strategy and make those plans to get on their good sides.

These inactive job searchers need to be treated a little differently to their active counterparts, but boy is it worth it. There’s an awful lot of untapped talent out there, many of whom are toying with the idea of perusing pastures new. So, how can you weave some passive candidate winning strategy into your big picture plan? It requires a dynamic approach and a little out-of-the-box thinking, along with a big dollop of epic engagement.

1. Write more creative job postings.

Passive candidates are looking for more than bigger paychecks. They want to be part of a cool culture and aim to work for someone who will appreciate their talent and show it. Most job postings are centred on skills and experience, something that can turn off PCs. They’re in a job, they don’t want or need to pit themselves against a Requirements list. Tell a story, focus on company values and growth. These are the things that engage passive candidates and can very quickly flick the active switch.

2. Don’t sell.

Passive candidates are just perusing, they don’t want to be bombarded by sales chat and empty, exaggerated promises. Showcase a culture, illustrate a work/life balance. This matters and can sway these passives.

3. Study and play to their motivators.

What motivates a passive candidate? You might think you know the generic answers, but have you got personal with it? Yes money, promotion, extra holidays are all good but what if a particular candidate really wants to travel more with their job? Have you got a global, globe-trotting option to present? Know what motivates them and communicate it clearly and directly.

4. Nurture a talent pipeline.

You need a talent pipeline. And a nicely nurtured one. Dig around in your ATS and go back a couple of years. What are those great candidates doing now? Search them on LinkedIn or Twitter and reconnect if they fit the mould. You can’t afford not to have a batch of quality professionals at your fingertips.

5. Become a speaker.

Every engaged professional is looking to develop and network. If you can speak at an industry-specific event and present yourself as a thought leader, candidates will respond to that. It’s a perfectly indirect way to capture their attention and sell yourself, as opposed to your role, to them. Have a good follow-up plan in place for after the event ends.

6. Have a bulletproof Referral System.

This is a no brainer. Some of the greatest hires you find are referrals, so make sure your team knows that talent is needed and train them on how to approach and engage with potential candidates. Candidates love to listen and engage with employees so put them at the forefront of your strategy.

7. Create inventive ways to take it offline.

Many passive candidates are weary of connecting online, in case the big boss finds out. Create offline and one-to-one ways to meet and greet with local professionals. Hold a networking event that links businesses and professionals, but go easy on the matchmaking. Make it a viable event with a real takeaway for the passive candidates.

8. Scour their haunts.

And we’re not just talking about going for the big social platforms. Many creative or busy professionals don’t have the time or incentive to market themselves online so you can stumble across empty profiles. Find new ways to tap into what they like and know. Go through the LinkedIn groups, research who is pioneering local meet-ups and populating industry forums.

9. Search for specific talents.

Ask your workforce to reach out to potential candidates who have a certain skill, rather than just anyone who is looking for a job. You know passive candidates are likely to be in employment, so don’t narrow your search based on that status.

10. No doesn’t mean the end.

It might sound a little pushy but we’re talking about mastering the art of the follow up. If top talent aren’t interested today, that’s fine, just keep them on file and make contact if their dream job pops-up. Roles and people change so plough all contacts back into your talent pipeline.

Loads of professionals look for jobs but never get round to clicking that ‘Apply’ button. No matter how content you are in your job, it’s normal to want to put the feelers out and see what’s happening. The best way to connect with passive candidates is to really think and act like they do.

Want to read more stuff like this? Then come and join just over 8,000 subscribers who get tips on improving recruitment, technology, sales, customer service and, of course, all things LogicMelon.