In today’s competitive job market, it’s more important than ever to reach out to passive candidates. Passive candidates are people who are not actively looking for a new job, but who may be open to a new opportunity if it’s the right fit.
There are a number of reasons why you should focus on reaching passive candidates. First, they make up a large pool of potential employees. According to a study by CareerBuilder, 70% of workers are open to new opportunities, even if they’re not actively looking. Second, passive candidates are often more qualified than active candidates. They’re already employed, so they’ve already proven their worth in the workplace. Third, passive candidates are more likely to stay with your company for the long term. They’re not just looking for a job, they’re looking for a career.
So, how do you reach and engage passive candidates? Here are a few tips:
- Use social media. Social media is a great way to connect with passive candidates. You can use platforms like LinkedIn, Twitter, and Facebook to share company news, job postings, and thought leadership content.
- Attend industry events. Attending industry events is a great way to meet passive candidates in person. You can network with them, learn about their skills and experience, and gauge their interest in your company.
- Network with people in your field. Get to know people in your industry and tell them you’re looking for qualified candidates. They may be able to put you in touch with passive candidates who they know would be a good fit for your company.
- Publish thought leadership content. Publish articles, blog posts, and white papers that are relevant to your industry. This will help you establish yourself as an expert in your field and attract passive candidates who are looking for a challenge.
- Offer referral bonuses. Offer your employees referral bonuses for bringing in qualified candidates. This is a great way to tap into your employees’ networks and find passive candidates who are already familiar with your company.
- Use targeted advertising. Use targeted advertising to reach passive candidates who are interested in the types of jobs you have available. You can target your ads by location, industry, job title, and other factors.
- Reach out to former employees. Reach out to former employees who left on good terms. They may be open to returning to your company, especially if you’ve made some changes they’re interested in.
Once you’ve reached out to passive candidates, it’s important to engage them. Here are a few tips:
- Personalize your outreach. Don’t just send out a generic email or letter. Take the time to personalize your outreach and address the candidate by name.
- Highlight the benefits of your company culture. Passive candidates are looking for more than just a job, they’re looking for a company that they can feel passionate about. Highlight the benefits of your company culture and show them how they can make a difference.
- Show them how they can make a difference. Passive candidates want to feel like they’re making a difference. Show them how they can use their skills and experience to make a positive impact on your company.
- Be patient and persistent. It takes time to build relationships with passive candidates. Don’t give up if they don’t respond to your first few outreaches. Keep reaching out and eventually, you’ll find the right candidate.
By following these tips, you can reach and engage passive candidates and fill your open positions with the best talent available.