In recruitment, knowing how to attract passive candidates is an art.
With only 30% of professionals actively looking for new jobs, you need to successfully find a way to turn some heads and convince passive candidates to throw their hats into the ring.
Luckily, when there’s a will, there’s a way.
Or in this case, when you’re willing to give these tried and tested methods of recruiting passive candidates a try.
How to Attract Passive Candidates 🔍
To successfully convince passive candidates to apply for your role, you need to:
- Make candidates feel like they’re progressing their careers.
- Keep recruiting from start to finish. Don’t be surprised if a passive candidate’s current employer dishes up a counteroffer to keep them happy. It’s your job to keep selling them the dream and continually interacting with them right up to their first day.
- Focus on the whole package. Every candidate is different, so you need to cover all bases in your job ad and communications to ensure you’re ticking boxes.
As well as these points, it pays to try the following methods:
Use Video Content 📹
According to SmallBizGenius, candidate application rates increase 34% when the job post includes a video.
Why?
Because video content stands out and you can make your recruitment look more approachable.
For a passive candidate, there’s nothing more invasive than an unknown recruiter headhunting you.
When you show your face, you’re breaking down barriers and able to sell a role through the power of body language and tone.
Just make sure you get your good side. 😉
Think of the Unexpected 🤔
When it comes to writing your job ad and description, think about benefits and selling points that a passive candidate probably won’t be getting in their current role.
What’s the average wage in the industry?
Are they often underpaid?
Does your client offer unique and quirky benefits?
Are they offering a clear opportunity to grow and get promoted?
With a bit of detective work and thorough conversations with your client, you should be able to identify any pain points and deliver a problem-solving job ad.
Ditch the Cookie-Cutter Approach 🍪
Knowing how to attract a passive candidate is to understand how to approach them. In some cases, you’ll need to do a bit of headhunting.
But instead of sending templated InMails and email messages, make it personal.
Yes, it’s time-consuming.
But it sure does work.
In fact, cookie-cutter LinkedIn InMails generate 20% fewer responses compared to personal alternatives.
This personalised approach to finding passive candidates won’t always bear fruit immediately.
However, it does enable you to build meaningful relationships, which could come up trumps later down the line.
Referrals 🤝🏼
Some of your strongest advocates could be already sitting in your inbox.
Don’t underestimate the importance of previous employees you’ve placed.
Whether they’re already working for your client or a different company in the same industry, reach out to them via email or LinkedIn.
If you’re planning on cold calling candidates, don’t be afraid to ask them if they know anyone who might be qualified and interested in the role.
The best passive candidates are often well-connected.
If you’re not getting any responses, try incentivising it with a cash bonus or gift.
After all, who doesn’t love a freebie?
Get Creative with Your Job Ads ✨
Whether you’re new to the recruitment game or a seasoned pro, well-written job adverts can take hours to craft.
The solution?
This innovative SaaS platform will write fun, fully inclusive job adverts in less than 10 minutes.
Just fill out a few basic details about the role and AdBuilder’s innovative automated system will serve up compelling content any copywriter would be proud of, and passive candidates can’t resist.
To see it in action, book yourself in for a free 15-minute demo.
