Now is a great time to reach out to people who aren't actively looking for a job but might be interested, otherwise known as passive candidates. In a job market where candidates have many options, businesses need to focus on those who are already employed. 

How to Attract Passive Candidates: 

1. Find the Right Candidates 

Finding the right candidates is a pivotal step in the recruitment process, and it involves a strategic approach to ensure a successful match between the job and the individual.

To begin with, providing a clear and detailed description of the job being offered is essential. Outline the responsibilities, expectations, and key qualifications necessary for success in the role. This clarity not only aids in attracting candidates who genuinely fit the position but also enables applicants to self-assess their compatibility with the job.

Utilizing various tools is instrumental in casting a wide net to identify potential candidates. Platforms like LinkedIn and other job websites offer extensive reach and visibility. Leveraging these platforms allows recruiters to tap into a diverse pool of talent actively seeking opportunities.

However, to delve deeper and acquire more specific information about potential candidates, considering the involvement of specialized recruiting companies is a valuable strategy. These partners, like Skywalk Group, often possess industry-specific knowledge and resources that go beyond general job boards. By collaborating with such experts, recruiters can gain insights into the nuances of the industry and access a more targeted pool of candidates who possess the specific skills and expertise required for the job.

In essence, the process of finding the right candidates extends beyond a mere job description. It involves utilizing a combination of general and specialized tools to ensure a comprehensive and tailored approach, ultimately leading to the identification of individuals who not only meet the basic job requirements but also align with the unique needs and culture of the hiring organization.

2. Make Your Job and Company Appealing

Organizations must distinguish themselves by providing appealing benefits and fostering a positive company culture. To achieve this, conducting thorough research on competitive salaries is essential. Moreover, it's advisable to go beyond the standard and contemplate the addition of a little extra to make the offer even more attractive.

Understanding the diverse needs and preferences of different age groups is pivotal in tailoring benefits effectively. For younger candidates, placing an emphasis on competitive salary packages and flexibility in work arrangements tends to be particularly appealing. These individuals often prioritize a balance between work and personal life. On the other hand, for more seasoned professionals, considerations such as job stability and robust retirement benefits become paramount.

By customizing benefits to align with the distinct priorities of various age demographics, organizations demonstrate a commitment to recognizing and addressing the specific needs of their workforce. This personalized approach not only enhances the overall attractiveness of the employment package but also establishes a workplace environment that values the well-being and individual preferences of its employees. In a competitive market, this differentiation can be a decisive factor in attracting and retaining top talent.

3. Act Quickly

Once you identify an individual who expresses interest in the position and possesses the necessary qualifications, it is imperative to act swiftly. Speed is of the essence in the recruitment process. Schedule interviews promptly to maintain the candidate's momentum and interest.

During the initial stages of the interview process, prioritize discussions on the most critical aspects of the role. Focus on key job responsibilities, core competencies, and other essential criteria that align with the candidate's qualifications. This targeted approach ensures that both the candidate and the hiring team can quickly assess the compatibility between the candidate's skills and the job requirements.

It is essential to avoid protracted and overly complex interview processes. Lengthy procedures can inadvertently discourage candidates, leading them to reconsider their interest in the position. Candidates appreciate a streamlined and efficient hiring process that respects their time and effort. A concise but thorough evaluation at this stage sets a positive tone for the overall candidate experience.

By moving swiftly and concentrating on the pivotal elements early in the process, you not only demonstrate organizational efficiency but also foster a favorable impression on potential hires. This approach increases the likelihood of securing the best candidates who are actively engaged and enthusiastic about the opportunity.

4. Stay in Touch

Staying connected with candidates is crucial in the face of the prevalent issue of ghosting. Given the abundance of interviews and job offers, candidates may choose one opportunity over another, even after accepting a position. To counteract this trend, it's important to proactively communicate, especially before in-person interviews and their first day.

Candidates often juggle multiple job opportunities, making regular check-ins vital. Utilizing quick emails or texts serves as a friendly reminder before in-person interviews and allows for addressing any queries they may have. This approach not only ensures preparedness but also contributes to a positive candidate experience, demonstrating the organization's commitment to open communication.

In essence, staying in touch involves creating engagement, providing support, and facilitating a smooth transition. Prioritizing ongoing communication mitigates the risk of ghosting and fosters a respectful hiring experience for everyone involved.

Conclusion

People who aren't actively looking for jobs, known as passive candidates, are often overlooked. It's a bit challenging to convince them to leave their current jobs. But now is the perfect time to attract these candidates because more employees are open to trying something new.

If you're short on time or resources to find and evaluate these candidates, Skywalk Group has a team of recruiters ready to assist. Reach out to us for a free consultation and more details about our recruiting services.

By: Jill Gerken

This post was originally written in October 2022 and has been modified and updated.