With openings taking longer to fill and superior candidates becoming increasingly rare, many businesses are searching for new and innovative methods to identify and attract top employees.
Engaging passive prospects is one method that is gaining popularity—individuals who may not be looking for a new job but would be open to changing companies if the opportunity arose. Getting someone in this scenario interested in your company might be not only challenging but also time-consuming.
Now, let’s take a look at some statistics about passive job candidates.
According to a recent study by TheLadders, approximately 60% of employed professionals are open to hearing about new job opportunities. Furthermore, nearly 40% of those surveyed said they would leave their current position if presented with the right opportunity.
This means that sourcing passive candidates is not only worth your time but could also be essential to your company’s success.
There are several reasons why sourcing passive candidates are beneficial:
1. Superior skills and experience.
When you source passive candidates, you have access to a larger pool of highly skilled and experienced individuals who might not be actively looking for a new job. These individuals might be content in their current positions but would be open to hearing about new opportunities that could help them further their careers.
2. Less competition.
Because you’re sourcing candidates who are not actively job-hunting, you’ll likely have less competition from other businesses. This means you can take your time to find the perfect candidate without feeling the pressure of filling a position quickly.
3. Increased loyalty.
Passive candidates who are recruited and hired are often more loyal to their new company than those who actively sought out a new job. This is because they feel appreciated and valued by their new employer, and they didn’t have to go through the hassle of job-hunting.
4. Improved morale.
When you source passive candidates, it can also improve morale among your current employees. They’ll see that you’re willing to invest in the growth of your team, and this will encourage them to be more engaged and motivated in their own jobs.
5. Greater diversity.
Sourcing passive candidates can also help you increase the diversity of your team. By reaching out to individuals who might not be actively job-hunting, you can find candidates from a variety of backgrounds and experiences. This can help you create a more well-rounded and diverse team.
Overall, sourcing passive candidates is an excellent way to find superior talent and improve your company’s morale, engagement, and diversity. If you’re not already sourcing passive candidates, it’s time to start!
Some pointers for how to effectively connect with passive candidates
Passive candidates don’t need a ‘job’, they already have one.
Career growth is important to all employees, but it is especially important to passive job candidates. In order to lure in these types of workers, you need to show them that your company aligns with their long-term career goals and cultural preferences. This comes down to employer branding. An employer brand refers to the reputation and image your company has in the marketplace. It’s typically what attracts (or repels) potential job candidates. Make them want to work for you by cultivating a reputation that shows them that your company is their ideal workplace for career growth.
Continuously work your online presence.
If you want to find and connect with top talent in your field, look no further than social media. LinkedIn, Facebook, and Twitter—these are all great places to start interacting with potential candidates. Get involved in the conversations they’re already having; show them that you’re interested and invested in what they have to say. Once you’ve established a connection, it will be much easier to approach them about an opportunity within your company.
Network and think long-term with your relationships.
Passive job candidates appreciate the importance of connections. Participate in company networking events and use employee referral programs to meet other people. You could come across passive candidates who are perfectly happy with their work and aren’t interested in moving to another employer, no matter how excellent your firm or opportunity is. That’s why, in your first meetings, you should employ more meaningful networking techniques.
Make it clear to them that you want to hear back from them, even if they are not interested in the position. By getting a response from them, you can create a rapport that could result in other networking connections or Allow you to contact them again at a later date. The outcome of developing strong relationships through networking is that when a passive candidate IS open to new opportunities, your organisation will be the first one they think of.
Build a relationship with an executive search firm.
It might be worth working with a headhunter if you want to source the best possible talent. A good headhunter will have their finger on the pulse of the job market and will be able to connect you with top candidates who are looking for new opportunities. They can also help you negotiate salaries and benefits packages to ensure you’re getting the best possible deal for your company.
Final Thoughts
While sourcing passive candidates takes more time and effort than sourcing active candidates, it is well worth the investment. Passive candidates are generally higher quality, more loyal, and more engaged than those actively seeking new employment. So if you’re looking to improve your company’s morale, engagement, and diversity, sourcing passive candidates are the way to go.
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