5 Sure-Fire Strategies for Sourcing Passive Candidates

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Did you know that 1 in 72 passive candidates are hired, as opposed to 1 in 152 active applicants? Passive candidates are often stronger and smarter hires since they have already exhibited the skills and know-how in their current role. The struggle, however, is in finding the right ways to identify and engage with these working professionals.

This blog sheds some light on 5 sure-fire strategies for sourcing passive candidates.

1. Stay Active on Social Media

If you aren’t staying active on social media sites and posting frequently, it’ll be tough to grow your network and engage with passive candidates. Social media is frankly the first foot forward when it comes to making people aware of your brand and opportunities.

Checking the social media channels of the company you are interested in working for has become the new window shopping. Providing prospective employees with a curated insider’s view of what it’s like to work with you undoubtedly can set you apart from the competition that doesn’t pay enough attention to their social presence.

Sourcing #PassiveCandidates can be tricky, but with these 5 sure-fire strategies, you can engage and win over top talent: Click To Tweet

Considering 78% of recruiters expect the use of social media for finding candidates will increase, not considering social media presence could harm your ability to attract passive candidates. Having a frequent but not overwhelming posting cadence provides context about your workplace culture, informs followers about your vision, and confirms that your organization prioritizes keeping their community up to date.

2. Emphasize Company Culture & Growth Potential

Today’s job seekers have more power than ever before. There’s a surplus of open positions and a shortage of talent available. Workers can be pickier about who they work for and look for specific things from their employers. Two factors that are highly important to today’s candidates are a healthy, strong workplace culture and bountiful growth opportunities.

No one wants to work in a negative environment. So, ensuring your workplace culture offers strong work/life balance and priorities, diversity, and respect is critical if you hope to attract and persuade a passive candidate to move to your organization.

Passive candidates, just like any candidate, also crave professional development and growth. Before sourcing candidates, be sure you have a strong development program in place. There are some great benefits to creating paths for growth. Employees that undergo professional development are:

  • 15% more engaged
  • 34% more likely to stay within their role

The numbers make it clear — professional development matters, especially if you want to recruit and attract passive talent.

3. Work on Your Employer Brand

With today’s tools and technologies, job seekers and passive candidates can research and read up on your company well before they ever engage with your job postings or hiring managers. But, if you need more convincing, 75% of candidates are more likely to apply for a position with a company that actively manages its employer brand.

To establish a strong employer brand, your organization needs to look internally at your mission, values, and where priorities lie. This is the core of your business and should be communicated via external messaging and internal communications.

Answer questions like:

  • What makes your organization different than your competitors?
  • What makes you stronger?
  • What do you do differently, and what makes it notable?

These questions can guide your employer branding strategy and give you insight into what exactly speaks to your target audience.

1 in 72 #PassiveCandidates are strong, successful hires. It’s time to start building out a strategy for sourcing passive candidates: Click To Tweet

4. Create a Stellar Candidate Experience

Passive candidates need to have a good reason to leave their current job. When your hiring process creates a poor candidate experience, that can be enough to dissuade someone from making the jump. Whether active or passive, all candidates want to feel like they have a personalized experience and strong relationship with their recruiters. The experience you provide candidates should make them see the benefit of taking the leap and making a change in employers. Having a robust and positive candidate experience can also help ease any tension or anxieties passive candidates may have about leaving their current job. 

Added Tip: People who have a great candidate experience are more likely to share their experiences with others. Investing your time and efforts into building out a strong, positive hiring experience can pay off greatly in the long run.

5. Implement a Referral Program

Finding talent is tough. And what’s worse is spending the time and money recruiting a new hire, just for them to discover it is not the right fit soon after. One way to avoid this is by relying on your current employees for help with filling open positions. 

A strong employee referral program can help you discover talent you’d never have found otherwise. What’s even better is that the referrals you receive are ones you can trust to be quality candidates. After all, your existing employees know the culture and what it takes to succeed in the role. They’re not likely to recommend someone who isn’t experienced enough or up to the challenge. 

As you build out your employee referral program, keep the following in mind:

  • Make your employees feel appreciated for their referrals — employees like being appreciated, and when it comes to referrals, you should celebrate them when they’re given. It doesn’t have to be much. Just show your team that you’re thankful for their help finding a quality candidate. 
  • Keep the candidate and employee updated on the referral process — transparency in the hiring process is critical for a positive experience. Let your employee who made the referral know how the process is going, and keep your referral in the loop as well!
  • Be sure to reward engagement, not results — rewarding employees for referrals should occur immediately, even if the reward is small. The best referral programs are built around rewarding and encouraging referrals rather than rewarding a successful hire. Frequent rewards and recognition go a long way in keeping your team engaged with the process.

Try out some different strategies and approaches for encouraging and rewarding referrals in your organization. There is no “one size fits all” approach; each organization is unique in its structure and operations. Talk with your team to discover what they want out of a referral program, and work together on building out your strategy today.

Sourcing and recruiting passive candidates can help you fill positions quickly with quality hires. In today’s tight hiring market, passive candidates also significantly extend your network and talent pool. Finding and engaging passive candidates can be tricky, but you can secure high-quality talent and create a wider professional network with the right tools and strategies in place. Reach out to us to see how Visage can help you connect with and secure passive candidates.