Have you heard of passive recruiting?
It can be incredibly beneficial for recruiters looking to reach experts with extensive knowledge in specific fields.
In fact, it’s becoming a must-have strategy for finding top talent.
In this guide, we’ll explain what passive recruiting is and the benefits it can bring to your company.
What is passive recruiting?
Passive recruiting is the process of reaching out and searching for candidates who possess valuable experience and skills for your job opening, however, are already employed and not actively seeking new employment.
In contrast to active candidates, who are ready to take your interview opportunity, passive candidates rarely intend to change jobs, making their hiring for a new job challenging.
According to Gitnux.com, 70% of the candidates are passive candidates. This means recruiters interested only in active candidates are missing out on valuable opportunities.
This being said, recruiters should consider adjusting their strategies to include passive candidates in their recruiting plans to make the most of their recruiting efforts.
What is a passive candidate?
Passive recruiting includes passive candidates who, as explained, are not actively searching for a new job.
The passive candidates aren’t applying to multiple job ads, browsing Glassdoor or Indeed, or promoting themselves via LinkedIn that they are looking for employment.
Although they may stay up to date with the latest job openings, they don’t intend to apply for a new job and are generally satisfied with their current position.
What is the difference between passive and active recruiting?
Recruiting passive and active candidates involve similar actions, but the approach differs significantly.
Passive candidates, who typically have more experience and specific qualifications, require more persuasion to consider changing jobs than active candidates actively seeking opportunities.
Recruiters usually take the initiative to approach passive candidates, whereas active candidates are more likely to initiate contact themselves.
Where can you find passive candidates?
Passive candidates can be found anywhere.
For instance, social media platforms like Facebook can be a good source of passive candidates, referrals, forums, and niche online communities also provide opportunities to connect with individuals who may not be actively job hunting.
Let’s take a look at each closely.
LinkedIn is the top professional networking platform known for its broad user base. It offers a powerful search feature, including Boolean search, which helps users find more specific results by using logical operators like “AND,” “OR,” and “NOT.”
LinkedIn has two subscription plans, Recruiter Lite, and Recruiter, that enhance search functionality and provide more features. While basic searching is possible without a subscription, it may have limitations. Subscribing to Recruiter Lite or Recruiter gives access to a broader range of professionals, expanding networking opportunities.
Social media platforms
The use of social media for recruiting has gained popularity in recent years.
Recruiters have found that Facebook, in particular, is a valuable tool for identifying potential candidates due to the numerous groups where professionals in various fields share ideas and discuss topics.
Additionally, self-promotion has become increasingly common, with platforms like Instagram and TikTok being used by individuals to demonstrate their expertise and interests.
While this method is most prevalent in creative fields, it still catches the attention of recruiters.
Thanks to social media, recruiters no longer have to actively search for candidates, as potential candidates can appear on their social media feeds.
Word of mouth or referrals
One of the easiest ways to reach passive candidates is through referrals.
People who work in a particular field usually know other skilled passive candidates who work in the same area. These are usually people with whom they have worked or studied.
In addition, you can ask the candidates you are talking to recommend someone who they think might be a good fit for the position you are recruiting for in case they decline your job proposal.
Forums or online communities
To find experts in a particular field, check out online communities like Reddit or Quora. These sites have areas where knowledgeable people share their expertise.
Even though many forums are anonymous, they still provide helpful information about people who know a lot about a specific topic.
Tech recruiters can also use platforms like GitHub and Stack Overflow to find skilled programmers and engineers.
Challenges when approaching passive candidates to join your startup
- Lack of interest: Companies with limited track records in the market may struggle to generate interest from candidates. Without an established reputation, it can be challenging to attract top talent.
- Risk aversion: Passive candidates may be hesitant to join a new company. They may prefer more stable options, especially if the company is relatively new or unproven.
- Glassdoor reviews: Startups often receive more negative reviews on platforms like Glassdoor, primarily due to their smaller size and flat organizational structure. These reviews can impact candidate perceptions and make it harder to attract talent.
- Attention span: Candidates have limited time and attention, so grabbing their interest from the beginning is crucial. If the subject line and initial sentence of an Inmail fail to capture their attention, they may not even open the message, let alone read it in its entirety.
How do you reach out to a passive candidate?
How do you recruit or reach out to someone uninterested in changing jobs?
Recruiting a person already settled in their job requires a specific approach. These individuals are not actively seeking new opportunities, making it difficult to convince them to consider a job change or even respond to your messages.
Nevertheless, there are a few steps you can take to make the conversation for both sides possible and pleasant.
Set realistic expectations
It’s essential to be realistic and set appropriate expectations for yourself and your recruiting team.
It may be challenging to attract a senior developer from a well-established company to join a startup with only three employees in the same position.
Instead, consider targeting individuals with previous experience working in startups, as they may be more open to the opportunity.
Alternatively, if you approach candidates from more extensive and innovative companies, offer them higher roles and responsibilities.
Personalize your messages to show honesty and genuineness.
When contacting passive job candidates, it’s essential to personalize your approach by highlighting why you specifically chose them.
To achieve this, take the time to familiarize yourself with their portfolio, skills, and professional background.
Keep your messages short and include all the information that might grab their interest. To do this effectively, you can ask your employees in similar roles about what was important to them and what caught their interest when they joined the company.
Explain why their skills are essential for the job you’re recruiting for and how they can contribute to your company.
Be transparent
Passive job seekers often possess more significant expertise and familiarity in their current job.
They also have their distinct preferences and necessities. Therefore, it is vital to be entirely upfront and forthcoming about the job you are hiring for and include as much information as possible.
It will also allow you to highlight the benefits the job offers and possibly interest them.
Build your brand
A good reputation is crucial to attracting top talent. A good reputation can influence whether or not candidates are open to working with you.
The process of building a good company brand does not happen overnight. It’s a process that requires taking actions inside and outside the company.
First and foremost, you must ensure that your employees receive quality benefits, career development opportunities, and fair compensation.
Furthermore, using social media platforms to promote your business can also help you build a positive reputation that can attract passive candidates.
Listen to their requirements.
When it comes to passive candidates, they clearly understand the company they want to work for and their requirements.
If you’re recruiting a passive candidate, it’s crucial to pay close attention to their requirements and determine if you can provide what they’re looking for. Take the time to listen carefully and offer what you can.
Benefits of recruiting passive candidates
Passive recruitment allows companies to target experienced candidates who are not actively seeking a new job. By targeting passive candidates, recruiters have access to a broader pool of candidates than just those actively searching for employment, increasing the chances of finding the right fit for the job.
To Sum Up
Passive recruitment is a valuable strategy for reaching experienced professionals who are not actively looking for a new job.
In contrast to active candidates, passive candidates require a specific approach, but the benefits of recruiting them can make a significant difference for companies.
Social media, referrals, and online communities are some sources where recruiters can find passive candidates.
To approach passive candidates, recruiters should personalize their messages, be transparent, build their brand, and listen to the candidates’ requirements.