March 24, 2022
March 29, 2022
So, you’re looking for fresh talent, and you have a whole pool of passive job seekers to scope out. How do you even begin to talk to these people? After all, many of them are already happy enough in their current jobs.
But that doesn’t mean they’re uninterested. In fact, 87 percent of active and passive job seekers are open to new work opportunities. This just means you have to be very tactful when building a relationship with them.
It takes a certain level of skill, research and patience to reel in the perfect passive candidate. So, without further ado, here are our tips for reaching out and engaging with them.
Hopefully, you’re already reaching out to your passive job seekers and following them on social media. Usually, passive candidates will respond better when there is already some trust and familiarity. This is especially true if you’ve had some engagement with them and their posts.
If you’re following a host of potential passive candidates on LinkedIn, for example, we recommend posting more than just job openings on your feed. Try to share content around the values, culture, and employer branding of your workplace. Post photos of your colleagues at an annual charity event, or share some photos of what a ‘day in the life’ at your company looks like. The more compelling and interactive your content, the better.
Familiarizing your passive candidate pool with your organization and its values will help a great deal when you start any active engagement.
We’ll start by acknowledging the elephant in the room: younger generations do not like phone calls. At all. In fact, 81 percent of millennials claim they experience apprehension anxiety before picking up the phone.
So, perhaps don’t start off with an unexpected call. Chances are, the receiver won’t answer.
Instead, send a short, friendly outreach message either via email or on a social media platform. Be sure to:
Finally, end with a call-to-action. Throw the ball into your passive candidate’s court.
‘If you’re interested in this role, please respond to this message and we can chat’, will suffice.
Before we dive in, please remember: if a candidate isn’t interested, respect their choice. (There’s nothing worse than being bugged over and over again.) Once you’ve gotten some positive signals from a passive job seeker, however, it’s time to get serious with your engagement.
Remember, you need to sell to them. Not vice versa. So you’ll have to be as accommodating as possible. When organizing a meeting to discuss the role further, follow these four tips:
That means offering video chats or calls if your passive candidate can’t make it to a formal in-person meeting. It also means you should be considerate of their current job and responsibilities. Open up your calendar to accommodate evening hours or even weekends.
More often than not, you’ll want to source passive job seekers when you’re experiencing a skills shortage. And if you’re experiencing a skills shortage, the chances are your competitors are, too. This means it’s crucial to understand the skills you’re looking for and how much expertise your passive candidate has. If you don’t familiarize yourself with this, you could disengage your candidate and lose them to somebody.
Come to your meeting as prepared as humanly possible. If the candidate has a question about your company or the job role itself, you should be able to answer it in a timely fashion. And, if possible, be able to provide them with additional materials, such as a list of duties or expectations for an existing employee in a similar role, which may aid them with their decision.
We keep coming back to this. But that’s only because benefits beyond compensation and job progression are becoming increasingly important. In fact, according to LinkedIn research, when looking for a new job:
If your business offers compelling benefits, such as early-finish Fridays or a range of cultural activities, show them off.
Engaging employed workers can feel a lot like walking on a very thin, very long tightrope. One overbearing comment, or an outreach email that’s not informative enough, and you could lose a perfect-fit candidate.
But, with the right preparation and engagement tactics, you’ll perform the balancing act with no problem. We strongly recommend doing your candidate research and working on ways you can truly differentiate your organization.
Make your company and job opportunities sound irresistible; you’ll be sure to snap up some incredible talent.