Finding qualified candidates can be a challenge, especially if you’re trying to target passive job seekers. To make the process of finding and hiring passive job seekers easier, employers must understand how to reach them effectively.
Finding talented professionals is an essential part of any successful organization, and as the recruitment landscape continues to evolve, employers must stay ahead of the game. Traditional methods such as job board postings and other tactics may only sometimes be enough to attract the best passive job seekers.
Tracking down these top-tier potential hires can mean getting creative — here we present 10 steps to help you target passive job seekers and get them interested in your position.
In this Article:
What does it mean to be a passive candidate?
A passive candidate is someone who is currently employed but is open to exploring new job opportunities. It is important to stay mindful and reach out to potential employers, as passive job seekers sometimes get offered different options than active job seekers often do. Although passive job seekers aren’t actively sending out applications or visiting career fairs, they understand their current life situation, skillset, and career goals. When passive job seekers come across an opportunity that fits their desired criteria and lifestyle, they have all the information needed to pursue the position and start the negotiation process quickly.
What’s the difference between passive and active candidates?
Active job seekers refer to people who apply to your job opening ads on your website, job board in your city, or at your office. Passive candidates, on the other hand, usually have other jobs but may be interested in joining you.
Many passive candidates casually (or passively) search the Internet for job listings and networking sites in their field or sift through vacancies. On the other hand, an active candidate usually searches for a new job opportunity and attends career fairs, or sends out resumes to employers.
How to find passive candidates?
Recruiting passive candidates goes way beyond simply seeking the right candidate. Why are we so interested in hiring passive people? If a prospective candidate can get to your place more easily, they will choose to come to you. Recruiting passive candidates in the field is an excellent strategy. Find a passive candidate by focusing on where your target is. To target passive job candidates, HR professionals should take the following steps:
1. Identify and strengthen the employment brand.
A company’s employment brand will influence how passive candidates perceive the organization. It’s important to create an attractive and positive employer brand since a potential passive candidate needs to feel inspired and understood by the company. To strengthen your employment brand, consider using social media platforms, optimizing career website content, and creating industry-specific job postings. To find passive job seekers, employers need to make sure that their employer brand is well known.
2. Use recruitment marketing tactics to attract passive candidates.
Recruitment marketers can use a variety of tactics to attract passive candidates. These tactics include targeted job postings, social media campaigns, sponsored jobs, and even email campaigns. Utilizing recruitment marketing practices will increase the chances of finding qualified passive job seekers.
3. Leverage employee referral programs.
Employee referral programs can be an effective way to target passive job seekers. Encourage current employees to refer their friends and colleagues who may be open to new opportunities. This will give you access to a larger pool of passive job seekers who may be interested in the position that you are recruiting for.
4. Maximise job boards.
Several active job seekers search for employment opportunities using job boards like Indeed and Monster.org. To attract passive job seekers, consider investing in a package on these job boards. This will give you access to a larger network of potential passive candidates who may be open to the opportunity you are offering.
5. Take advantage of search engine optimization (SEO).
Employers can take advantage of search engine optimization (SEO) to help passive job seekers find their postings. Utilizing SEO will ensure that your job postings appear higher on search engine results pages, increasing the chances of potential passive job seekers finding and applying for them.
6. Advertise job postings in multiple locations.
To increase the chances of reaching passive job seekers, employers should advertise their job postings in multiple locations. This includes online job boards, social media platforms, and even offline sources such as newspapers and industry publications.
7. Reach out to passive job seekers directly.
HR professionals should reach out to potential passive job candidates directly by sending cold emails or making phone calls. When you reach passive job seekers, you are demonstrating your interest and commitment to the job seeker, ensuring that you are top of mind when they consider new opportunities.
8. Automate your hiring process.
Advanced technology has changed the recruitment process. Hiring managers can now easily locate passive job candidates by applying artificial intelligence rather than manual methods. Digital platforms can sometimes predict hiring success more effectively than humans can. Artificial intelligence scans the Internet for data that will help candidates find the best candidates. Automated hiring software predicts what jobs are open – and when – which makes the recruitment process more efficient.
9. Online resume platforms.
Online resume platforms like LinkedIn and Monster give recruiters access to potential passive job seekers. These platforms allow employers to search for qualified candidates based on their resumes, skills, and experience. Recruiters can filter the results in order to find the best-suited candidate for the position they are trying to fill.
Benefits of recruiting passive job seekers
Recruiting passive candidates can be very beneficial for firms that can attract them.
- Finding top talent: Passive job seekers can be hard to come by, but they are often some of the highest-quality candidates you can find. Hiring passive candidates can help your organization find the right person to fill a crucial role.
- Lowering turnover rates: Passive job seekers are usually looking for a long-term investment in their careers, meaning they are less likely to switch jobs frequently. This can help lower your organization’s turnover rates and provide more stability.
- Enhancing your employment brand: Attracting passive job seekers can be a great way to boost your company’s employment brand. High-quality passive candidates will be more likely to spread the word about your organization, which can help attract even more high-quality candidates in the future.
- Access to a larger talent pool: By recruiting passive job seekers, employers can access a much larger talent pool. This can provide access to more diverse backgrounds and skill sets that may not be available on active job boards.
When is a passive candidate the best option?
The answer depends on the type of position and your organization’s hiring needs.
1. When you’re having trouble finding candidates
If you’re having trouble finding qualified candidates for a position, it may be time to start considering passive candidates. Passive candidates are individuals who are not actively looking for a new job but would be open to the right opportunity. While it may take more effort to reach out to passive candidates, it can be worth it if you’re struggling to find qualified active candidates.
2. When you need a specific skill set
Another reason to consider passive candidates is if you need a specific skill set that is difficult to find. For example, if you’re looking for a candidate with experience in a particular software program or industry, you may have better luck finding someone who is not actively job-hunting. Passive candidates may also be more likely to have the specific skills and experience you’re looking for if they’ve been working in the same field for many years.
3. When you want more experienced candidates
If you’re looking for more experienced candidates, passive job-seekers may be a good option. Individuals who are not actively searching for a new job are often more senior in their careers and thus may have more experience than active job-seekers. This can be beneficial if you’re looking to fill a leadership role or a position that requires extensive experience.
4. When you have a limited budget
Finally, another reason to consider passive candidates is if you have a limited budget. Hiring an active job-seeker often requires using a recruitment agency or paying other fees associated with the hiring process. However, reaching out to passive candidates yourself can save you money as there are usually no fees involved.
A word from SublimePeople
Trying to find qualified candidates, especially those who aren’t actively looking for a job, can be difficult. However, there are ways that employers can reach passive job seekers more effectively. By understanding how to target them the process can be made much easier.
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