5 Super-secrets to target and attract passive candidates

The HR team encounters many difficulties while recruiting the best-fit candidate for the organization. Also, we can’t deny that recruitment is time-consuming. In case, if it is not done correctly it will waste everyone’s time, energy and effort. 

You've probably heard the term "passive candidates," and they're well-known to recruiters because they're usually chosen for consideration regardless of the fact that 100 applicants submitted resumes for the same position.

The reason passive candidates are so appealing to recruiters is that they can become a great asset to the company.

BUT WHO ARE PASSIVE CANDIDATES?

Passive candidates are those who are currently working and are entirely pleased with their current employment, but they would not turn down a good opportunity.

Because passive candidates aren't actively hunting for work, they're less likely to be interviewed by other organizations which means you'll have less competition.

However, the real question is what would drive passive job seekers to switch jobs.

Passive applicants require an extra push to open up for taking new opportunities, the procedure of hiring passive applicants is surely challenging but never give up because the results are worth the effort.

Consider the below-mentioned factors to influence job changing decision of passive candidates:

1. Higher competition
2. Work-life balance
3. Greater opportunity for advancement
4. More challenging work

Since you are aware of the factors that attract passive applicants, let us now discuss the hidden strategies that recruiters use to target passive candidates.

1. Concentrate on improving your social media game

Posting some interesting content consistently is important to stay in touch with your followers otherwise, some of the quality candidates may unfollow or disconnect with you if they just find the job opening posts on your business page.

Create interest in your brand by posting about your festive celebration days, perks and incentives your firm provides, and employee testimonials. As a result, your social media game will strengthen.

2. Uncomplicated application process

Remember that passive candidates do not require a job, therefore if the application process is difficult, they will rapidly lose interest.

Putting up a lot of barriers just to contact your organization isn't going to work, so aim to build an easy-to-access career site.

Simplifying the form and the process also enhances the candidate's experience. The barrier for passive candidates will be lower if we switch from a complicated application process to a simpler one like social media or Google forms for the primary recruitment process.

3. Spotlight branding, culture and growth potential of employees

Employment marketing is a great way to attract passive candidates. So whenever you interact with passive candidates don’t try to pitch them on a specific role right away. Instead, try to focus on highlighting:

1. Organization unique traits
2. Employee reward and recognition policy
3. Career growth opportunities
4. Pro-employee reputation
5. Company’s diverse culture

As an outcome, you'll notice a rise in applications.

4. Make the employee referral program a powerful tool

If someone isn't actively looking for jobs, they won't know about your opening unless a friend or a family member tells them about it. Employee referrals allow you to reach out to passive applicants who are tough to find. Passive candidates are often strong, loyal employees with a proven track record, but they are generally hard to find.

5. Cold-email pitching 

Since these passive applicants are often content with their current jobs, they are not looking for a better career opportunity or a job change. Cold emailing is one of the finest strategies to interact with them in this case. However, according to a recruiter survey, more than 40% of recruiters report that prospects avoid replying to emails and phone calls. As a result, it is critical to developing a well-crafted email strategy in order to hit the right note.

Having trouble attracting top talents?

Our specialist recruiters and headhunters have a huge talent pool of both active and passive candidates. So we are ready to locate the best-fit applicant for your company.

We apply a consultative approach, which attempts to take into account both client and candidate demands holistically, ensuring an accurate skill set for the organization and a culture fit for the individual.

Wise Skulls offers comprehensive solutions that will support you in upgrading your talent acquisition and recruitment marketing strategy to create a sustainable and lucrative organization. Do you want to give us a shot? then book your call right now