Passive job seekers: who they are and how to target them.
A ‘passive job seeker’ or ‘passive candidate’ might be a bit of a buzzword – but it’s one you really ought to bear in mind. Passive job seekers are those who are currently employed and not actively searching for a role. They almost certainly are not regularly browsing job sites or sending out applications and they may even be quite happy in their current role, but that doesn’t mean they are a talent pool that should be ignored. In fact, at any one time they make up between 75-80% of the available market. If you aren’t trying to engage them, you’ll be missing out on some exceptional talent.
Targeting ‘active’ job seekers, those actively seeking new employment, is like casting out a wide net. You’ll likely catch some great candidates, but you may also attract others who are not so suitable for the role. Targeting passive job seekers is closer to casting a fishing rod with the right sort of lure: reaching out to or getting the attention of talented people who have the type of skill set you need. It may take a little longer, because the challenge with passive candidates is actually getting them to notice you and apply in the first place, but the results could speak for themselves.
So how do you target these talented passive job seekers? Here are our top tips
Find out where your passive candidates are
If you want to reach out to passive candidates, you’ll firstly need to know where they are – physically and digitally. For those with specific skill sets, you can attend relevant association networking events, conferences and socials, or join relevant LinkedIn groups and talent communities. You could run Google ads on search terms they may be looking for, or use LinkedIn’s advertising platform. You could also launch an employee referral programme and reach out to current employees with similar skill sets, asking them to connect you with talented people in their networks in return for a reward upon hiring.
Engage passive candidates over time
Even if a passive candidate sees your company and knows that you’re hiring, they are unlikely to bite immediately. Instead focus on building a relationship over time. Have meaningful conversations – whether over the phone, email or even over coffee – and ask to understand their short and long-term career goals. Make an effort to understand what’s important to them before making a considered offer. If you’re happy to own your firm’s Glassdoor account, you could even direct the candidate to it so that they can hear what real employees have to say about your company.
Strengthen your employer brand
Building your brand so that it becomes more attractive to talent helps passive job seekers develop a positive relationship with your business, even when you aren’t actively engaging them. If they can see that your brand as an employer is interesting, that you have a great culture with lots to offer employees, and that your company has a great purpose at its core, then they may be more likely to apply.
Work with a recruitment organisation
It can be difficult to find the time and resource to locate passive job seekers, reach out to them and maintain a good relationship. Engaging an experienced recruitment organisation is one way to do so, without the associated hassle or drain on time. If you speak about your desire to target passive candidates with your recruitment partner, they can develop a strategy that balances targeting active and passive candidates, and advise you how best to proceed. To be honest your recruiter should be already assessing this talent pool as a matter of course.
If you’d like to know more about working with a recruitment partner that understands passive and active recruitment, the experts at Optimum Recruitment are happy to answer any questions. Please do contact us if you’d like more information.
Posted By: Abigail Simpson
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