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The main benefit of recruiting passive candidates is the wealth of experience and skills they bring to your business. The biggest problem is convincing them to leave their jobs and jump out. Don’t worry: our guide will show you how to recruit passive candidates and increase your chances of successful employment.
Why it is worth recruiting passive candidates
It is worth many reasons to recruit passive candidates. First and foremost, passive graduates are typically professionals who are already in a job with many years of experience behind them (as opposed to applicants who directly approach your company to work). They are usually reliable and trusted individuals and have proven themselves with developed skills.
What it means for your business in a nutshell: less time and resources are needed to train them and you can get started faster. Not only that, but there is a good chance that they bring industry-specific knowledge, best practices you may not have heard of, and contacts that can help promote your business and keep it competitive.
Research suggests that passive candidates are 120% more likely to impact your business right away. The reason for this is clear: These candidates bring with them a high degree of enthusiasm because you have explicitly reached out to them, making them feel both respected and valued. Best of all, they have the skills to back this up and will stay in your company longer than graduates recruited in the standard way.
It is not uncommon for most workforces to also change jobs every few years, and graduates will always wonder if it could be better with another employer. Therefore, success in securing top talent in this way is great for business: it brings in a talented group of professionals who will help take your business to the next level.
It is without mentioning that there is less pressure to secure passive candidates. The most qualified active candidates are being recruited with incredible speed in today’s job market. But passive candidates do not come with this stressful time constraint as you reach out directly to them and remove the tough competition. You have them all to yourself.
In summary: passive candidates can save you resources, prevent stress and overload growth.
The investment needed to recruit passive candidates
Passive candidates can be good for your business, but it is fair to say that a lot of investment is needed to secure them. Recruiting these star candidates is a long-term process that requires both time and money.
Realistically, hiring passive candidates will take longer than recruiting active ones, so if you need to fill positions quickly, we do not recommend it. That said, if you have the time, money, and determination, you will often be rewarded for your patience here.
The very best talent can take months to win, even more so if they are already in a job. It’s your job to convince them how much better it is on your part – it will not be easy, but the benefits we have mentioned pay for themselves over time. Ideally, you should not put pressure on passive candidates and you should perform multiple check-ins to welcome them to your business.
There are several phases in the passive candidate recruitment, including finding suitable candidates, reaching out to them with a potential opportunity and the ongoing dialogue. Passive candidates who may not have been interested in the first place may show up later, so do not close the offer at the first signs of hesitation.
Investing in solid HR software can also help recruit passive candidates more successfully. We recommend Freshteam, which made our top pick list to be the best software for most companies. The software offers a number of built-in features and a dedicated applicant tracking tool to be ahead of the game. Paid plans start at $ 50 per person. Month for up to 50 employees, and a 21-day free trial period is available.
5 steps to recruit passive candidates
Here are five steps to recruiting passive candidates and leveling up your business.
Step 1 – Build this fire
You need to build your brand and make it a place everyone wants to work. Do not forget that passive candidates already have a job, so enticing them works best when you demonstrate what they are missing.
This step is one of the most overlooked areas of the whole process. Many employers believe that they can win candidates with a few messages without clearly showing the value of their business. It’s not as simple as that, and as with most things, the more you put in, the better off you will be.
The best way to build your brand is to set the company’s goals, objectives and values. For example, today it is especially important to show that your business is flexible, fair and fun, but does not shy away from hard work. There is a delicate balance to be had right here and if you can show this to graduates, they will be more confident about your offer.
Once you have outlined your company’s goals, objectives and values, get the word out there if you have not already done so. The goal is to build your image, establish a positive reputation and show that you are a credible company. Start posting job ads across different platforms and the word will soon spread.
Freshteam is useful here because it allows you to write to all the leading job boards solely through the software including Glassdoor, Adzuna, Ziprecruiter, LinkedIn and Indeed.
Instead of boring logging in to each job board and checking the status of each one, you simply log in to Freshteam and they are all there. You can see who has applied for what and when you are saving a lot of time. Even better, posting jobs on LinkedIn costs you $ 0.
Step 2 – Start searching for candidates
Now comes the stage where you have to start searching for top talents. Most companies will have a different idea of the ideal passive candidate, but the technique of recruiting them remains the same: you need to woo them from start to finish. In a nutshell, why would they want to quit their jobs, risk their financial security and come and work for you?
It is crucial to research and think about which element of your business would resonate with specific candidates. For example, it could be your contacts or exciting customer success stories that are a selling point, or maybe it’s your workplace culture that works hard and knows how to play hard.
It is helpful if you reach out directly to the candidates and ask them what they would also like to see. This approach may seem too direct, but it can kickstart the entire recruitment process and show that you are an employer willing to listen – something they may have had a hard time finding.
You can ask them what areas a business can improve and find out what is most important to them. It is first and foremost about determining the possible interest. A quick conversation with a few questions can help you decide if they are the right person for your position.
Freshteam can help here again. It includes applicants’ tracking capabilities, such as email templates and the ability to see what step each candidate is at, with useful reminders to keep track of it and not miss candidate recruitment.
Step 3 – Use automation tools
Using automation tools to help recruit passive candidates is a no-brainer. Not only do they increase your chances of success, but they also save you time and keep stress to a minimum.
Modern automation tools enable users to more quickly find passive candidates and include artificially intelligent solutions. Algorithms can predict successful hiring better than hiring managers themselves. Technology can even predict which graduates are most likely to change jobs in the first place.
There are plenty of automation features in Freshteam, so do not despair; you do not have to spend time researching the best automation tools out there. Freshteam automatically connects candidates from career sites, job boards and social media platforms and then presents them in a single purchasing channel.
Not only that, but with the software you can define automation rules for each job – everything from the event, conditions and actions to make it all a little easier.
An autopilot feature allows you to automate repetitive recruitment tasks such as email, screening and follow-up. You can even configure it to improve hiring speed and efficiency and fill these positions faster.
There is no doubt that automation helps with the tough task of recruiting passive candidates, so do not neglect them and you are halfway there.
Step 4 – Build a referral program
Existing employees are one of the most successful ways to recruit passive candidates. 78% of recruiters find their best candidates through referrals.
It’s easy to understand why: Who attracts better passive candidates than those already working in a company? These employees know the corporate culture and what it is like to work there, and therefore passive candidates find them more credible.
Your employees will have their own social networks and these will consist of quality candidates who can fit your business perfectly. The best part is that referral programs not only help you find more candidates – no, the quality of the candidates is also higher.
If you are worried that building a referral program will take too long, do not. A simple program that encourages your team to e.g. Posting jobs on their social network may in some cases be all you need. Be sure to provide incentives to do so — these can be financial bonuses, days off, or even out-of-the-box thinking like tickets to an event.
The whole idea is to turn your existing staff into an army of influential recruiters, then reward them accordingly.
Step 5 – Simplify the application process
Simplifying your application process is another overlooked area. Most employers assume that passive candidates will gladly fill out page after page to apply for their advertised position. This approach does not consider that passive candidates strictly do not need a new job and usually hesitate to jump out if the registration takes too long.
No matter how good your business is, passive graduates have limited time in their lives. Most people want full-time jobs and other commitments, and even though they may not like their jobs, that does not mean they will change right away. The question is: how can you sell your position and make enrollment as straightforward as possible?
The answer is not complicated. You need to make sure that you spend some time thinking about what you are asking the candidates and obtain the necessary details as efficiently as possible.
Freshteam can make the recruitment process much more manageable. It gets important documents signed and collected with a few clicks. You will also be able to send friendly reminders to passive candidates and keep them on track, but not apply unnecessary pressure and scare them.
Most impressively, you will be able to customize forms and collect only the data you need from passive candidates, increasing your chances of successful employment. Be sure to customize forms based on the position you are trying to fill – this can be crucial in inviting a candidate to take the final leap.
Simplifying the application process using HR software is a smart move, and if you are concerned about the price, keep in mind that Freshteam comes with a 21-day free trial. The survey allows you to try out most of its features, from applicant tracking to employee onboarding, which helps you make an informed choice if it’s right for you.
There you have it, how to recruit passive candidates for your business.
Remember that the process will always come with a lot of challenges. Although it can be shortened and made easier, you still need to spend time and effort securing the best people. You would not expect anything else, would you?
If you are wondering about the next steps you need to take, we recommend checking out these guides: