For talent acquisition leaders and recruiting managers, finding passive applicants has become a new obsession. As a result, talent acquisition has unintentionally ushered in a new age of passive recruitment, in which the concept of passive applicants is obsolete.
Because they may not be familiar with your firm, you’ll need to hone your persuasive abilities as well as your sales talents while dealing with passive prospects. Here are some suggestions for making passive recruiting as effective as possible.
At the end of the day, everyone wants to know how to get passive candidates interested in your current or future job openings.
Who are Passive Candidates?
First and foremost, it is critical to recognise that this group of passive candidates is not readily characterised, vast, or little. With a large number of employees switching between jobs, everyone who is qualified for your available position is likely employed somewhere else.
According to Talentlyft, around 73% candidates are passive job seekers. That means there isn’t some mysterious group of individuals you can’t find or won’t speak to. They’re out there doing their jobs. The issue is that you can’t seem to attract their attention.
Where Can You Find Passive Candidates?
Passive prospects won’t be on job board websites since they aren’t directly seeking work. For passive talents, your sourcing method must be different as the top talents are already being approached by many other recruiters. Hence it becomes crucial for you to grab the opportunity before it’s too late.
Here are a few strategies that will help you in locating Passive Candidates outside of job sites –
1. Your Database Should Be Created and Referenced
Make your own database to keep track of candidates. Although a candidate may not have been a good fit for a previous role, they may be ideal for current or future positions. You may find out about a candidate’s abilities, credentials, and experiences via a database.
2. Make use of referrals
Your existing employees can be your Brand Ambassadors. You may leverage employee referrals to identify passive applicants. Referrals allow you to expand your applicant pool. Furthermore, your existing staff is likely to be familiar with the types of workers your company needs to succeed.
Create a recommendation program for your employees. Request other employees that top applicants be referred by them. You might reward your staff with a bonus if their recommendations are hired.
3. Use social media to your advantage
Maintain an active presence on social networking platforms such as LinkedIn, Facebook, and Twitter. On your small business’s social media profile, connect with potential applicants and advertise job vacancies. You can also show your industry trends and achievements so that this can influence candidates and create a positive image of your organization.
Passive applicants could be interested and decide to apply while reading about your company through their social media feed.
4. Take command of the conversation
Before you start recruiting passive prospects, develop a candidate persona if you haven’t previously. Before getting into issues like pay and perks, emphasise culture fit. You want to sell passive applicants on the job opportunity while leaving the details up to them to discuss. And, of course, you’ll want to carefully handle talks with passive prospects in order to keep them interested.
5. Provide a flexible interviewing procedure
Because they might not have time to go through the interview process, passive candidates are frequently hesitant to approach a new position. If a passive candidate takes time out of their schedule to interview with you but has a negative experience, they are unlikely to quit their current position for yours.
Let passive applicants know that your interview procedure is flexible when you contact them. There are a variety of ways to virtually meet prospects without needing too much from them, thanks to recent technological advancements. Instead of an in-person interview, follow up a phone interview with a video conference call.
6. Make sure you’re appealing to the right person
Competitive salary packages, a focus on a work-life balance, and professional growth possibilities are the top three things candidates seek when moving employment, according to candidates. Collaborate with your marketing department to produce targeted material for passive applicants, emphasising your company’s growth potential and work-life balance.
Passive applicants will not quit their existing position until they are certain they will like working elsewhere. Share photographs and videos of your workers engaging at work, having a good time at company events, and so on. Showcase everything that makes your firm a fun place to work.
Finally, keep working on your Strategies:
You have a job opening and want to fill it, but when approaching passive prospects, never assume they are waiting for your call or are interested in your present position. They are looking for the holy grail of a job: a reputable business, high income, a short commute, career prospects, and so on.
Finally, there’s the question of resources. Believe again if you think you can attract passive applicants in all sectors with only one approach, one department, or one combination of methods. It takes a city to find a decent worker, just as it takes a community to nurture a kid. You’ll need various resources for different regions, as well as, most likely, distinct methods to maximise the efficiency of those resources.
Passive Recruiting has been dubbed the “new normal” in recent years, although it has always been this way. Everyone has the potential to be a passive applicant; we’ve reached the end of the easy hiring and must now work really hard at recruitment.
When you work in a field for a long time, it’s possible for your strategy to get stale. However, as the employment climate shifts and technology advances, the same old strategies will no longer be effective. New tools and techniques for hiring passive candidates aren’t anything to be afraid of. Instead, we recommend that you embrace these new tactics as more efficient and effective methods of identifying the top applicants.