Rolebot’s Top 3 & 3: Approaching Passive Candidates

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April 28, 2021

When hiring today, most employers are reviewing a pool of candidates that are actively searching for a new position (ie they have applied to your role). On occasion, there may be a diamond in the rough worth pursuing through this channel, however, the top-caliber talent is passive, meaning they never apply for jobs.

The question is how do we approach passive talent to achieve positive hiring outcomes on a continuous basis?

Avoidances/ Suggestions

1. Referrals

  • Avoid having a nonchalant process when it comes to referrals. One of the strongest hiring channels at any company is referrals. Referred talent tends to align better to the team environment and usually stays longer. Make sure the referral program is robust, encompassing incentives and encouraging the team to continuously refer. It’s a lot more cost-effective to hire leveraging referrals than any other channel.

  • Suggest asking for referrals from your colleagues and peers. Receiving referrals from a like-minded network is ideal for building out a team-centric environment.

2. Tailored Messaging

  • Avoid sending out mass emails or messages on social media announcing the company is hiring. This approach appears desperate and doesn’t have the intended effect. Passive talent needs to be wooed through a personalized approach, as much as possible. They have many many employment options and will not settle.

  • Suggest making your company stand out. Strive to be different and unique. Passive candidates receive solicitation messages on the regular, and to have any realistic chance of landing these hires, please do your research and tailor messaging to get them excited and intrigued in joining the mission.

3. Personalize

  • Avoid pouring on the “best place to work” or “greatest company” accolades out of the gates. That can be shared, but it should be shared over a specific time period. Our approach to passive candidates must be a balance of marketing our companies and selling the opportunity. It’s far more appealing to show a candidate why it’s ranked ‘the best place to work’ vs saying it. Passive candidates are inherently not interested in a new job. Putting ourselves in that position how would we feel about this approach?

  • Suggest a more personalized approach that begins with building a rapport with the candidate. Listen to what they have to say about their motivation for looking at new opportunities and what they are looking for in their next role. This information should be used to develop a more personalized messaging and marketing approach to passive talent.

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