Recruiting - or active recruiting - a commonly practiced approach, sometimes feels like a repetitive game of pong, where recruiters bounce back and forth between a limited pool of candidates actively searching for new opportunities. Breaking free from this cycle and discovering fresh talent with unique perspectives and untapped potential can become challenging. This is where passive recruiting comes into play as a game-changer.
Passive recruiting occurs when you actively seek out candidates who are not actively seeking you. By looking outside the confines of active job seekers and proactively engaging with individuals who may not be actively searching, passive recruitment opens up a vast and untapped pool of candidates. It's like stepping out of the familiar pong game and exploring a whole new playing field. This approach allows recruiters to cast a wider net and attract candidates with exceptional skills and a willingness to consider exciting new opportunities. Moreover, passive recruiting introduces a refreshing element of surprise and discovery, uncovering hidden talents and creating opportunities for individuals who might have been overlooked in the traditional active recruitment process. It expands the horizons of talent acquisition and brings forth a diverse range of candidates who can bring fresh perspectives, innovative ideas, and exceptional value to organizations.
But where do you find such candidates? Well, embracing certain proven strategies such as social media marketing, active participation in relevant communities, promoting your organizational culture and values, and more can indeed help you land the right candidates. Let's explore some of these passive recruiting strategies that will help your organization thrive with a competitive workforce. Dive into the below session to learn more.
9 Passive recruiting strategies to land ideal candidates
Create evergreen social media posts
Using evergreen social media posts on platforms like LinkedIn can yield remarkable results. LinkedIn is widely recognized as a go-to platform for job seekers. Crafting compelling and timeless social media posts with live career links proves to be highly enticing. These posts capture your LinkedIn followers' attention and attract jobseekers to explore the career page. In addition, this approach drives engagement and creates valuable connections within the professional community. Leveraging evergreen social media posts on LinkedIn and other platforms can be a game-changer for organizations looking to expand their talent pool and establish meaningful connections in the industry.
Conduct stay interviews
Prioritizing an exceptional employee experience is paramount in recruitment, allowing you to illustrate your employer branding. And the powerful tool for that is conducting stay interviews with your current employees. Instead of waiting for an employee to resign, take proactive steps to understand how you can enhance their journey within the company. Engage with them during their tenure, seeking their insights on what the company and the leaders should begin, cease, or continue doing. This feedback acts as a catalyst for positive change, enabling you to take actionable steps and demonstrate your commitment to their growth and satisfaction. Stay interview can be leverages as a secret weapon to cultivate a thriving work environment, foster long-term employee loyalty, and get a pulse on your overall employee sentiment.
Hire a candidate sourcing firm
Many organizations traditionally turn to retained or contingency search firms when seeking top-tier passive candidates. However, there is a more streamlined and impactful option available - candidate sourcing companies. These specialized firms offer a highly efficient and cost-effective alternative by connecting companies with interested and qualified candidates. In fact, the services provided by candidate sourcing companies come at a fraction of the cost compared to traditional search firms. By embracing this approach, organizations can enhance their recruitment strategies and tap into a broader range of qualified candidates for their professional-level positions.
Highlight your EVP
Take a moment to reflect on how your organization brings forth positive benefits for its employees. Once you've successfully sourced passive candidates, make it a point to showcase your unique employee value proposition (EVP) during your initial conversation. By doing so, you can effectively draw attention to any areas of dissatisfaction they may be experiencing in their current organization, igniting potential interest in what your company has to offer.
Be active in relevant communities
Motivate your employees to participate in relevant professional associations actively. Extend an offer to speak at or host local chapter meetings to establish valuable connections. Engage with individuals present at these events, regardless of whether you are hiring. You cultivate a "warm" network of relevant professionals by nurturing these relationships. When the time comes to fill openings within your organization, you can tap into this network, leveraging the power of referrals. Even if the individuals are not direct candidates, they will likely have connections who may be a great fit. Proactively building and leveraging a network within professional associations and creating a web of relationships can serve as a valuable resource for your future hiring needs.
Use technology intentionally
Leverage technology strategically while maintaining clear intentions regarding your recruitment goals. LinkedIn and other job portals offer a valuable platform to search for profiles that align with the precise skill set you require. Instead of adopting a generic approach by sending templated messages to numerous candidates, focus on identifying two or three exceptional individuals and reaching out to them personally. Crafting personalized messages demonstrates sincerity and authenticity, which is crucial when engaging with passive candidates. By approaching potential candidates with sincerity and personalized interactions, you can establish meaningful connections and increase the likelihood of capturing the interest of high-quality talent.
Promote the company culture, mission, and impact
A pragmatic strategy for passive recruiting involves strongly emphasizing external communications. This entails leveraging social media platforms to offer glimpses into your company culture, mission, and your organization's positive impact on customers. Additionally, showcasing industry recognition and highlighting workplace benefits further contribute to building a reputable image that resonates with passive candidates. Nurturing your company's reputation among passive candidates through effective external communication channels can yield myriad benefits. By strategically crafting and sharing these messages, you can establish your organization as an attractive and desirable employer, capturing the attention and interest of potential candidates who may not be actively seeking new opportunities.
Offer an internship program
Developing a robust internship program collaborating with local universities can yield significant benefits. By forging strong connections with university staff and offering valuable internship opportunities to their students, employers unlock two distinct avenues for passive recruiting. Firstly, they establish a passive recruiting channel with the university itself, opening doors to engage with alumni and tap into their network. Secondly, as interns complete their program and transition into the workforce, employers have the opportunity to convert these interns into potential passive candidates. By cultivating these connections, employers can foster long-term relationships with students, alumni, and the university community, enhancing their recruiting efforts and ensuring a steady influx of qualified candidates.
Plan an open house
Organize an engaging open house event at your headquarters, allowing candidates to interact with employees, hiring managers, and the recruitment team in a relaxed and informal setting. Such an event aims to foster meaningful conversations within the office environment. The goal is to identify essential competencies, such as curiosity, motivation, intellect, or other valuable characteristics, that can contribute to your company's team. By hosting such an event, you can assess candidates beyond their resumes, tapping into their potential and evaluating their suitability for your team more holistically.
Implementing passive recruiting strategies can be a game-changer for employers seeking to secure the right talent. By casting a wider net and engaging with individuals who may not be actively seeking new opportunities, employers can tap into a vast pool of untapped potential. Numerous effective strategies are available, from leveraging social media platforms and nurturing employer branding to conducting stay interviews and embracing candidate-sourcing companies. The key is to be intentional, genuine, and proactive in building connections and showcasing the unique value proposition of your organization. By adopting these passive recruiting strategies, employers can increase their chances of landing suitable candidates with the necessary skills, mindset, and potential to thrive within their teams. Ultimately, passive recruiting opens doors to a new realm of talent acquisition, enabling employers to find the perfect fit for their organizations and fuel long-term success. Exela HR Solutions specializes in finding, hiring, and onboarding the right talent for your organizational needs. If you are looking to advance your recruitment efforts, get in touch with our experts at Exela HR Solutions today!
DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.