Passive candidates are talents who have already been hired and are not actively hunting for a new job but are interested in learning more about a new role. Sourcing passive candidates takes a significant amount of time and effort as you have to find new connections and motivate them to apply for the job.
Why should you recruit passive candidates?
One of the most effective methods of identifying relevant talent is to source passive candidates. According to studies, sourcing passive candidates for a job is twice as effective as receiving only active applications, with 1 out of every 72 sourced candidates getting the job on average.
Furthermore, in a market where only 30% of prospects actively seek employment, it is critical to include passive candidate sourcing in your hiring strategy. The best candidate is most likely already taken, but they will be eager to know more about the job opportunity.
Five ways to recruit passive candidates
1. Select relevant talents from your database.
If you're looking for someone to fill a specific role, chances are you already have the right people in your candidate pool or database.
Although it is vital to invest time and effort searching for fresh talent in order to succeed with your hiring tactics, you can redirect some of your efforts to recognising relevant prospects directly into your database.
After all, your company has already piqued the curiosity of a large number of people. They are familiar with the hiring process and are more inclined to apply again if they had a great experience in the past.
2. Make use of social media.
Social networking is one of the most popular ways to find passive candidates. Over 4.6 million people, or 58.4% of the population, are active on social media.
LinkedIn is a great social networking site for connecting with and contacting potential candidates, but it's not your only option.
These figures illustrate the number of people who use some of the most prominent social media platforms:
Facebook has 2.9 billion active monthly users.
Instagram has approximately one billion monthly active users.
TikTok has one billion active monthly users.
LinkedIn has 774 million registered users.
Twitter now has 396.5 million users.
If you're seeking candidates on channels other than LinkedIn, Twitter could be the answer. Twitter's advanced feature allows you to search for specific talents and competencies in a candidate.
If you're looking for talents in digital marketing, you may screen candidates on the site by looking for skills such as "e-mail marketing," "SEO," or "Google Analytics." Identify profiles that respond to queries or are active in their field and could be a good fit for the post.
You may also use customised adverts to find and contact qualified talents that match your job requirements. If you're not sure where to start, meet with your marketing team to develop a profile of the perfect candidate, discover the networks the candidate uses, and develop a sourcing plan.
3. Use recruitment software
It's not easy to find qualified candidates. Depending on the function, recruiters can spend 6 to 12 hours every week solely on sourcing. This time can be crucial for tasks that will benefit you, your organisation, and your candidates.
Technology plays an important role during the earliest stages of hiring. You may utilise artificial intelligence to automate certain administrative processes, allowing you to spend more time developing stronger relationships with potential candidates.
There are several ways artificial intelligence can assist you in sourcing prospects. Certain programmes that automatically search the web can be used to collect and analyse data about the candidate, such as resumes or social media activity.
4. Capitalise on your employer branding
Employer branding is not a quick or easy answer to your sourcing problems, but it is a beneficial long-term strategy for attracting fresh talent.
Candidates are interested in learning more about you and your company. Nobody can improve your company's reputation more than your current employees. Spending time on employer branding and showing potential candidates what it's like to work for the company is an excellent strategy to attract both passive and active prospects.
Relevant ways to show prospects what it's like to work with your organisation include showcasing behind-the-scenes footage, improving your coworkers' voices, and emphasising their personal experiences.
If you are unsure about the best practices for employer branding or where to begin, you can collaborate with the marketing department to design a comprehensive plan that highlights the values candidates can acquire by joining your team and your organisation.
5. Look for online portfolios and work examples online
Portfolios and work samples are excellent resources for learning more about a prospect and their work before approaching them. There are several websites where people present their current projects, depending on the role you are looking for.
Examining the candidates' online portfolios and work samples might assist you in understanding their skill set and suitability for the role. This is not to say that you should only source passive candidates with a strong internet presence, but it is an excellent approach to start the conversation and get a sense of their nature.
You can even contact them and ask if they are willing to discuss their work and skills. You can get a sense of their personality and perhaps evaluate their interest this way.
If you are looking for programming prospects, you can scroll through websites such as GitHub, GitLab, or BitBucket. For creative roles, Behance and Dribble link you to designers and creatives through online portfolios.
Source: HR Curator