Tips to Engage Passive Candidates

 Tips to Engage Passive Candidates 

According to studies, only 19% of candidates are actively looking for a new job. The remaining 81% are referred to as passive candidates. Because these passive candidates aren't actively looking for a new job, it doesn't mean they aren't open to new opportunities. In today's highly competitive job market, engaging with both active and passive candidates is critical if you want to attract the best candidates.

Because passive candidates will not be searching job boards, you must find other ways to begin the engagement process. You can also engage them by offering some employee benefits like the leaves and other perks. 

Here’s a look at seven tips for recruiting passive Candidates.

1. Tap Into Network Connections

According to a recent study, networking helped 62% of inactive candidates find new job opportunities. This statistic demonstrates how effective your network connections are at attracting top talent. When looking for high-quality candidates, don't be afraid to use these connections. Connect with former coworkers, former employees, alumni associations, third-party vendors, and others. Industry conferences, events, and workshops, as well as trade shows, are also excellent places to engage with passive employees.

2. Tell Your Brand Story

Storytelling is an effective recruitment marketing strategy for attracting passive job seekers. According to studies, 92 percent of consumers want brands to create ads that feel like a story. For example, posting a day-in-the-life video of one of your employees online can highlight your workplace culture, as can displaying social recognition for deserving employees. These storytelling techniques can pique the interest of passive candidates and entice them to learn more about your company.

3. Post Job Openings on Social Media

Platforms like Facebook, Twitter, and others are excellent for connecting with passive candidates. According to a Pew Research study, 70% of Americans use at least one social media platform. This figure includes active and passive job seekers. Using social recruitment strategies will broaden your reach far beyond the typical job posting site. The more exposure your job posting receives, the more likely you are to attract, identify, and hire the best candidate.

4. Improve the Company Career Page

In many cases, a passive candidate will conduct research on a company before applying for a new position. These candidates want to know if the job is worthwhile. Because your company's career page is one of the first places passive candidates will look, make sure to include content that speaks directly to them. Provide information about the company's growth, employer brand, career development programs, workplace culture, employee benefits and perks, and anything else that is relevant.

5. Establish an Employee Referral Program

Employee referrals are one of the most effective ways to find qualified candidates. Your employees can not only identify qualified candidates who stay longer, but they can also initiate the engagement process for you. According to one study, employee referrals can increase retention rates by up to 30%. However, it is critical that you develop a well-defined employee referral program that provides transparency and consistency.

Don't limit your hiring opportunities by only looking for active candidates. Instead, use hiring strategies such as social recruiting, storytelling, and employee referrals to broaden your search to include passive candidates.

6. Sell opportunities Not Jobs

When engaging passive candidates, keep in mind that you must first establish a relationship. Understand why candidates want to leave their current position and use that knowledge to shape how you pitch your job opening to them. In order to entice your candidate, tell a compelling story about what they will be doing on the job and how they will grow personally and professionally while working with your organization. If they are not looking for work, they simply need a compelling reason to consider a change, so pay close attention to what you say to your passive candidates.

7. Take Follow-Ups

Getting the first response does not increase your chances of getting a positive response. There is no guarantee that you will be successful. The majority of the passive candidates you contacted did not respond. However, this does not imply that they are uninterested. If you want to hire a passive candidate, you must follow up. Silence does not imply denial. Make an effort to add value to each follow-up email. Share high-quality content that provides candidates with a clear picture of why your organization is a good fit for them. Including testimonials from current employees and sharing their work experience will help you attract passive candidates.

Conclusion

In today's highly competitive job market, engaging with both active and passive candidates is critical if you want to attract the best candidates. According to a recent study, networking helped 62 percent of inactive candidates find new job opportunities. Instead, use hiring strategies such as social recruiting, storytelling, and employee referrals to broaden your search to include passive candidates. If you want to hire a passive candidate, you must follow up.

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