Employers: The hiring landscape for passive candidates

An observation from a new department head

A Fresh Take on Recruiting Passive Candidates

While recently visiting with a client, I was introduced to a new department leader. He was excited to finally speak directly with me as a third party recruiting partner. His opening line was "My next employee doesn't even know that they're looking for a new job."

Now there are many different ways to interpret this. The best way I can sum this up from my experience is that marketing campaigns are perfect for customers, but there is only so much they can do to reach and attract people to apply. Most of the great people for the job are already working and happy where they are. Anyone possibly considering the thought of something other than their current job hasn't started looking yet for various reasons. 

There are many entities available (AI and otherwise) that will scour the internet for keyword matches on resumes and profiles. Many people, myself included, receive an email almost daily with “curated” job opportunities that are meant to attract me to apply. In my experience, 90% of the time these emails are pulling from any job title I have held in the past, and for positions that are in a completely different industry. In my opinion and experience, these invitations only attract people who are desperate for any job. It is far better to have a human entity begin a conversation and directly engage without the appearance of being part of a spam attack. 

tailored strategic approach

Transform your recruitment process and uncover the best talent out there.

Let's get to work and uncover how you can connect with top-tier professionals who aren't even looking yet. Join us as we share valuable strategies and real-world insights to enhance your hiring efforts.

Let's Get to Work

Let's Get to Work

So how do you reach passive candidates?

Hiring passive candidates — those not actively looking for a job — requires a strategic approach. Companies employ various methods to attract and engage these individuals, including the following:

• Leveraging professional networks Recruiters often use platforms like LinkedIn to identify and reach out to passive candidates. By engaging in professional groups, participating in discussions, and using advanced search filters, they can connect with potential candidates who have the desired skills and experience.

• Employee referral programs Many companies have referral programs that incentivize current employees to recommend potential candidates. This approach leverages existing employees' networks, which can be a valuable source of qualified candidates who may not be actively seeking new opportunities but are open to considering them.

• Personalized outreach Personalized messages that highlight why a particular candidate is a good fit for a role or company can be very effective. Recruiters research the candidate’s background and craft messages that speak directly to their experiences and career goals, making the offer more appealing.

• Employer branding A strong employer brand attracts passive candidates. Companies invest in showcasing their culture, values, and employee experiences through social media, company websites, and job review sites like Glassdoor. Positive visibility and reputation make passive candidates more likely to consider opportunities with the company.
  Read more at Skywalk Group.

• Recruitment marketing Similar to marketing to customers, recruitment marketing involves creating targeted campaigns to attract talent. This can include content marketing, social media advertising, and targeted email campaigns that highlight company culture, job opportunities, and career growth prospect.
  Read more at Skywalk Group.

• Networking events and conferences Companies sponsor and participate in industry events, conferences, and seminars to connect with professionals in their field. These events provide opportunities to meet and engage with passive candidates in a more informal setting.
  Read more at Onward Search.

• Talent pipelines Building and maintaining a talent pipeline allows companies to stay in touch with potential candidates. This involves keeping a database of qualified individuals and regularly updating them about company news, industry trends, and potential job opportunities.
  Read more at Onward Search.

• Utilizing AI and data analytics Advanced tools and AI help recruiters identify passive candidates who match the required skill sets. Data analytics can provide insights into candidate behaviors and preferences, enabling more effective and targeted outreach.

A strategic art form

Securing the Ideal Talent for Your Team

Attracting the right talent is more than a mission — it’s a strategic art form, especially with those elusive passive candidates. At Beneficial Talent Source, we harness a suite of innovative techniques to connect you with top-tier professionals who may not be actively searching, but are the perfect fit for your needs. And we engage in a strategic partnership to align our sophisticated talent engagement methods with your specific hiring needs.

I’m Ben Williams, the VP of Operations at Beneficial Talent Source. Whether you're looking to fill an executive role or expand your technical team, I bring over 15 years of experience in connecting companies with the candidates who are not just qualified but truly suited for them.

Are you interested in transforming your recruitment approach? Let’s discuss how we can bring our innovative strategies to bear on your hiring goals. Let's craft your next success story together!