Passive candidates are a substantial network of untapped individuals within the talent pool for recruiters and HR teams. Companies who only target active candidates that apply directly for open positions are missing out on a highly skilled and qualified category of potential employees.
What is a Passive Candidate?
A passive candidate is a person that is currently employed and not looking for a new job. Passive candidates are typically satisfied with their current position and not actively searching. However, this doesn’t mean they’re not open to moving roles or looking for career advancement with the right opportunity.
While only 36% of professionals are actively looking for a new position, 90% of global professionals want to hear from recruiters about new opportunities, making passive candidates a vital talent pool for recruiters to leverage.
Recruiting Passive Candidates
Recruiting passive candidates is an excellent way for organizations to find top talent to improve productivity and internal processes. Passive candidates have expert skills and experience from their current job, making them valuable additions to teams in many cases.
They’re also 120% more likely to want to make a significant impact on your organization than active candidates. Leaving their current position for your organization ensures they are passionate and motivated to make a difference in the workplace.
Since passive candidates aren’t actively applying for jobs, recruiting teams must adapt their talent acquisition approach accordingly.
Companies can improve their hiring strategies for passive candidates by:
Proactively Sourcing Candidates
Since passive candidates aren’t applying for jobs, companies can utilize recruiters to take the initiative and proactively search for and engage with them. Recruiters can leverage social platforms like LinkedIn to find and reach out to potential candidates who may be a good fit for your open positions.
Strategically Engaging With Passive Candidates
Recruiters must keep in mind that passive candidates aren’t applying to jobs or showing any interest in your company. While engaging with a passive candidate, recruiters should start off with a general introduction to your company and an explanation as to why you’re reaching out. If the passive candidate shows interest, they can then explain the benefits of switching to your company.
Focusing on Candidate Motivations
When speaking with passive candidates, recruiters should focus on their motivations. Discussing an opportunity at your company that involves a substantial salary, more responsibility, and other possible perks can motivate a passive candidate to leave their current job.
Leveraging an Employee Referral Program
Leveraging an employee referral program can be a great way to recruit passive candidates. Your employees communicate with their peers (who are likely mostly passive candidates) about your company. Your employees can act as a recruitment team of their own to sway passive candidates to apply for a new opportunity at your company.
Utilizing a Staffing and Recruiting Firm’s Existing Network
Partnering with an expert staffing and recruiting firm, like Sparks Group, can be a beneficial addition to your passive candidate talent acquisition strategy.
With long-term connections and in-depth knowledge of various industries, a staffing and recruiting firm can provide you with both an extensive network of passive candidates and tips you need to recruit them. They can search through their pool of qualified passive candidates and connect you with those who have the skills and qualifications for your positions.
To learn more about how our talent acquisition services can help your company find passive candidates, complete the form to schedule a free consultation with a Sparks Group staffing and recruiting expert.