Passive Job Candidates: Who They Are & Why You Should Recruit Them
November 1, 2011
In our society, the word “passive” has some negative connotations. When you hear it, you might think of someone that’s lazy, submissive, uninterested, and passion-less. However, when it comes to recruiting, passive candidates means something entirely different.
Passive candidates are simply those that are already employed; they aren’t “actively” looking for a new job, but are open to the right opportunity, if it came along. However, as top executive recruiters in Houston, Texas, we know that many employers simply look for the low-hanging fruit – the active job seeker – when they’re engaged in the recruiting process.
That’s not to say that passive candidates are better than active ones. In this economy, many top-notch professionals have been laid off due to belt tightening or re-structuring. But, when you are ready to hire, particularly for higher level or mission-critical positions, the passive candidates are one pool of potential new hires that you want to be sure to engage. Here’s how.
Get referrals.
Getting referrals is the most effective, and least time-consuming, way to source top passive candidates. So ask your colleagues, employees, and other appropriate contacts about who would be a good fit for the job and your Houston company.
Tap into the power of social media.
With the Internet and social media, it’s easier than ever to find passive candidates. For instance, many professionals have LinkedIn profiles that you can take a look at and determine if they’re someone you’re interested in connecting with.
Recognize that familiarity breeds comfort.
And if a passive job candidate has heard of you and your company, then they’re much more likely to be open to a potential job opportunity. That’s why it’s important to network regularly in your industry and make contact with as many people as possible.
Get the go-ahead.
When you do find a passive candidate you’re interested in approaching, don’t just call them up and launch into a monologue about how great your company is. First, ask them if they’re open to discussing a new career opportunity. People are busy and don’t want to feel harassed.
Determine the quality of the candidate.
Time is precious and you need to quickly determine whether you think the passive candidate is right for you. So spend 5 or 10 minutes on the phone trying to get a sense of whether this is a quality candidate.
Pique their interest.
Be somewhat vague and don’t talk too much about the job. Just sell the process and the next step – the opportunity to learn more about the job. Remember, these aren’t unemployed candidates who are looking to find work fast. They’re more interested in what’s in it for them.
If you’d like some help expanding your recruiting pool to include passive candidates, let us know. As top executive recruiters in Houston, Texas, we know where to look to find both passive and active candidates with the skills and experience you need for key or hard-to-fill positions.