Passive Recruiting to Target Top Candidates

What's a Passive Job Seeker?

In the current market, it’s becoming harder than ever to source top talent. As a result, organizations are pressured to think of new and exciting ways to entice individuals out of their roles — not an easy task by any stretch.

With the U.S. unemployment rate at a record low of 3.6 percent, many candidates may not want to change jobs, which means the pressure is on for hiring professionals to court those who aren’t actively looking for new roles, known as passive candidates.

These candidates fall into a number of different categories — those who are happy in their current roles and aren’t actively looking, those who are happy but are open to new roles, those who aren’t happy but aren’t actively looking for new roles, and those who are open to new roles but aren’t actively looking.

As you can tell, it’s a complex field to navigate, so it’s a good idea to brush up on your passive recruiting skills in order to reach the right individuals and get them excited about your roles. Here are our top tips for targeting passive candidates.

Tips for Targeting Passive Job Candidates

Search for Resumes Online

Many job boards allow users to upload resumes, and then allow recruiters or hiring managers to search those resumes. LinkedIn is also a good place to search for passive candidates and has an article in their help center outlining how to do this.  

Approach with Caution

Once you’re ready to reach out to these passive candidates, be sure to put yourself in their shoes for a moment. Your first contact point could make or break the relationship, so it’s important to get in touch at the right time and ensure you’re prepped to give all the relevant information.

To avoid contacting candidates while they are working, try calling in the morning, during the lunch hour, or toward the end of the day. Explain where you found their contact details and give a quick summary of the roles you’re trying to fill. Don’t come across as overbearing; you’ll risk falling at the first hurdle.

HiringThing Pro Tip: If you found the candidate on LinkedIn, reach out there first!

Showcase Your Employer Brand

Another point to consider is your employer brand. Why should candidates want to work for you over any other employer? When reaching out, tell candidates about your company, not just the roles.

Consider what makes you stand out; perhaps you offer great workplace perks or development opportunities. Be conscious of the fact that most candidates will do a quick Google search on your business, so your website and social media pages need to be up to scratch. Be sure to dish out positive stories about your employees and what it’s like to work at your company. Use testimonials, stats, and imagery to help bring your company to life.

Use Your Employees as Ambassadors

Using your employees as ambassadors can help immensely with your passive recruiting efforts. After all, your team members are some of your best recruiters. They know what it’s like to work for you — the good and the bad — and they’ll share these insights with their friends.

Incentivize your teams to recommend your workplace by setting up an employee referral program. If an employee recommends a friend/contact who then lands the job, reward the employee with a nice financial bonus!

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