Approximately 79% of working professionals are passive candidates, according to LinkedIn. Passive candidates aren’t actively applying for their next role, because they’re too busy succeeding in their current position.
Passive candidates are satisfied where they’re at, but that doesn’t mean they aren’t open to the right opportunity. You just have to know how to find them and how to pique their interests.
We’ve collected tips for recruiting passive talent from top performing executive recruiters.
Be excited about the company and the opportunity. Find the key ingredient that will ignite a spark in the candidate.
Uncover what the candidates aren’t getting at their current employer; what are their pain points? Understand their values and deliver a solution that meets their needs.
Director of Research
Build a relationship; find out career objectives and define a path to that objective through conversation utilizing a consultative approach. Determine the next step in their career progression and discuss exploring options with organizations that offer a path to their final objective.
Develop a unique pitch. The best candidates have heard from dozens of recruiters. You have to stand out.
Be personable and empathize. Don’t be a robot, whatever the candidate is going through, you’ve probably been there too. Emphasize confidentiality.
Tactics don’t mean anything when it comes to recruiting passive candidates. They’re not applying to job postings so developing a relationship first is key.
Director of Mechanical / Electrical / Plumbing
All of these tips circle around the idea of getting to know the candidate you want to recruit. You have to build a relationship with them and talk to them about their goals and life outside of work to understand what it is that makes them happy, frustrated, excited and motivated. Uncovering this information is a critical step in order to present a company and a role they’d want to work at.