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Appealing to Passive Candidates

Active versus passive candidates seem to be a constant topic of discussion. Whether the applicant is actively pursuing a position or has passively encountered the organization, it is important to maintain an active line of external communication to display the culture of the company and cultivate a high level of interest with the candidate.

According to a 2017 examination, 89% of people within the workforce are either somewhat or very satisfied with their jobs. However, in December of 2016, a survey by CareerBuilder.com reported that “more than one in five workers (22 percent) are planning to change jobs in 2017.”

These “planners,” or passive candidates, are considered to be desirable because they are content with where they are. There is less competition when speaking with these candidates because they are not actively searching and the candidates are more inclined to speak truthfully since there is no pressure of a job. So, how can you position yourself to appeal to active job seekers but still engage with the passive candidates?

Keep up with social media! This is an ever-changing but entirely influential area of business that needs to be at the top of the list when it comes to finding the right candidate. A great post can instantly be shared by others and can reach a large amount of people. Social media fosters a way to build relationships and communicate in an informal way that is reflective of the culture that the company will bring.

Create a talent pipeline. Develop and maintain a list of potential candidates who may, either today or in the future, be in search of a position within the company to allow a pipeline of passive candidates in the event a position becomes available, it is easy to reach out and sell the opportunity that would position them for advancement.

Companies must always encourage employee referrals. This should be a primary source for candidate searches since most active or semi-active job seekers reach out to their friends first to seek job leads. This recruitment method allows employees to actively speak on behalf of the company, creating the opportunity for great and reliable candidate engagement.

Consider the candidate’s experience. Design an employee application and interview process that works with all types of candidates. It is important to continue the efficiency of the interview process in order to secure the best candidate for the job.

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