How to attract passive candidates?

Finding the right person for a job can be hard; you can write the best job description, post on all the best job boards, even put it on all your agencies social media platforms, but still… Nothing!! However, all the above strategies rely on one crucial thing; the right candidate has to actually be looking for a job.

It is highly likely that the people you want are not actually applying for jobs; according to LinkedIn, 25% of people are actively looking for a new job, which in turn means that 75% of LinkedIn users are passive candidates. This may leave you thinking that because these people are not applying for jobs they must not be interested in one, but this isn’t always true, most will still consider other work if the right opportunity comes along, and have proved time and time again to be valuable assets to their new employer.

If a Recruitment Consultant focuses solely on active candidates they could be really missing out on some of the best talent. So how do you find people who aren’t trying to be found?! Below are some ways to locate these tricky candidates.

1. Get connected

Social media is an amazing way for a recruiter to reach a huge audience, way beyond their network. Having a good online presence means you will constantly have your name and brand out there, even when you’re not working! Social media has changed the way the world works, its everywhere, including recruitment. LinkedIn, Twitter and Facebook are not only great ways for a recruiter to meet potential candidates but they are also brilliant for sharing content. Social media word of mouth is an extremely effective way to find passive candidates, if you keep your content relevant to your target audience, they will notice you and your job updates without you even realising.

2. Attend Events

When you get the chance to meet potential candidates in person, you should grab it!! Connecting in real life is a brilliant way to make things a little bit more personal, it also allows people to see you in a more casual setting, which in turn, means you can get to know each other a little better. Attending relevant networking events or hosting your own event means you can meet a lot of passive candidates all at once, this will then give you the chance to build relationships and approach them about new opportunities.

3. Recommendations

This is simple, all you have to do is build strong enough relationships with your current candidates where you would feel confident and comfortable enough to see if they have any contacts who may be interested in a role you have. When you do ask the question, don’t say “Do you know someone who is looking for a job?” instead ask “Do you know someone with xyz skills and experience?” If they have a good relationship with you and know someone who may be a good fit then of course they will let you know. This can result in positions being filled quickly, allowing you to work with both active and passive candidates.

4. Build a network

Finding passive candidates can sometimes be a long and fragile process, this is where years of building a strong network can really pay off!! You may sometimes come across candidates who seem ideal for a role but for whatever reason, it doesn’t work out. When you find these people, you want to make sure that all their information is in the system, and that you stay in their minds. 1 year may pass and something could come in that is everything they want and more. Building a talent pipeline is an amazing way to identify passive candidates, so hopefully, one day you could have a perfect match.

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