Passive Candidate Sourcing

A professional writer and passionate blogger, Sampurna has been lending her expertise to the online world by penning articles, guest posts and blogs on career, business and employment for a quite some time now. She also an avid reader; loves travelling and photography.

Ever heard of the saying “It’s easier to find a job when you have a job?”

From the employee’s side, that’s probably true. But what do you do if you are the employer looking to hire someone who already has a stable job and is not actively looking for a job change? Well, passive candidate sourcing is a great idea, but how do you go about doing it? As an employer, what are the steps that you need to take? Let’s understand the concept of passive candidate sourcing in a little more detail.

Passive Candidate Sourcing
Img. Src. LinkedIn

Who are passive candidates?

Passive candidates are referred to those professionals who are already employed and not actively looking for jobs but have the suitable qualifications and experiences. They might not be looking out for jobs actively, but may be interested in opportunities when the right one comes along.

What does global workforce statistics reveal?

In one of the research it is reported, “only 15% of the global workforce is satisfied with their current jobs”. It leaves a whopping 85% of the labour force as potential employees. In most case, passive candidates make good employees because they come with lesser attrition risk as they switch on their terms. It implies that they are going to stay with your company for a longer period.

Why recruiters opt for passive candidate sourcing?

There are several reasons as to why recruiters opt for passive candidate sourcing. These include the following:

  • Targeting them means hiring long-term quality candidates
  • They are best when it comes to qualifying for a particular skill set
  • Passive candidates usually interview with fewer recruiters. Therefore, the competition is less
  • It is unlikely that candidates will stretch the truth about their qualifications on their resumes
  • They are valuable assets to the current employer
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From the above points, it is clear that hiring passive candidates are probably the very best thing for an organisation.

Top 4 ways to tap passive candidates

Finding these potential hires, recruiters need to be more active in their pursuit, and it is worth the effort. But, how do you attract these passive candidates, approach them and get your company on their radar and finally recruit them? Explained below are a few tips how to go about exploring passive candidate sourcing. Take a look:

#1. Boost your brand

Well, the first thing towards passive candidate sourcing is selling your brand. For this, you need to work and promote your brand considerably. You must understand that the employment landscape is changing and Generation Y prefers to work in an organisation that provides meaning to their careers and promotes a positive work culture.

If your brand does not match the aspirations of those candidates, then you will fail to attract the high achievers, you are aiming for. Remember to present yourself more as a great place to work rather a mere recruiter. Passive candidates look towards building long-term relationships with their employers and not directly serve them.

#2. Create a good employee referral program

A particular employee referral program can be an excellent way to tap passive candidates. For this, as an employer, firstly you need to treat your current employees in the best possible manner. It will be your stepping stone towards building a good employee referral program. Once you have succeeded in doing so, it will become much easier for you to tap passive talent; since your existing team can be an excellent tool in identifying great talent.

Also Read:  Employee Engagement in The Workplace [Infographic]

#3. Leverage the power of social media

With more than half of the worlds’ population being present on social media, needless to say, it is a perfect place for tapping passive candidates. LinkedIn, the professional networking site continues to be number one while it comes to recruitment. Employers who are yet to realise this power can use LinkedIn’s Recruiter Program to find the right passive candidates. Employers will also be able to view the profile of the likely candidate.

On the other hand, Twitter also happens to be an attractive platform for tapping passive candidates. Create a personal Twitter profile for your brand and continue tweeting different content about jobs and employment. Do remember to use the right hashtags. Get involved in relevant Twitter chats and also make proper use of Twitter apps like HootSuite or TweetDeck.

#4. Develop a simple recruitment process

Passive talent, especially top performers won’t hang around for a long time. If your hiring process is too lengthy and time-consuming, the chances are that, candidates will only drop halfway through. So, ensure as an employer, you develop a recruitment process that is somewhat simple and makes things easy for the candidates as well.

Companies seeking top talent, should try and integrate passive candidates into their recruitment strategy. Owing to the fact that, passive candidates are typically more qualified, highly skilled and more likely to excel in their jobs. However, understand that, while recruiting passive candidates, relationship building is more efficient and it is this relationship building that will ensure a long-term association with passive candidates.

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