![3 methods to attract passive candidates [En]](https://www.catalyst.ro/wp-content/uploads/bfi_thumb/cover2-mr00x075auv97ojz1m36zoc6kcsuln46802msqcex8.jpg "3 methods to attract passive candidates [En]")
May 18th, 2016
In the workforce, there are two types of candidates:
- Active job seekers – that are actively looking for job opportunities by using online career platforms or by participating at different events and career fairs specially designed for recruitment processes;
- Passive candidates – people that already have a job and are not actively looking for other opening positions, but that doesn’t mean they are not interested in changing their employer.
When you are struggling in finding professionals, because the demand is greater than the supply, seeking for passive candidates can represent the greatest solution.
According to The Undercover Recruiter, 79% of working professionals around the world are passive candidates, and only 21% are actively looking for a job. This means that a strategy for attracting passive candidates in needed.
How can we come closer to passive candidates?
Passive candidates need to be convinced why they should take into consideration your job offering. For example, if job posting can represent a solution for capturing active seekers’ attention, this method can be inefficient for a passive candidate. Taking into account the fact that they already have a job and maybe they are satisfied with all the received benefits, they will have higher expectations than active candidates regarding the salary and benefit packages.
Here are 3 methods that will help you attract passive candidates:
1. Passive recruitment by implementing an Employee Referral Program
The Employee Referral Program represents one of the most efficient recruitment methods, with a low-cost effort that will increase the employee engagement.
This encourages your actual employees to find suitable candidates for which they will receive a bonus if one of their suggested friends is hired. By this way, you have greater chances to have a quality recruitment, because it is more reliable if the recommendation comes from a trusted source.
For a successful program, make sure you train your employees. Clear all their expectations, let them know what is the candidate’s profile you are looking for and what are the values you want to see in future candidates.
2. Build a strong relationship with potential candidates
Communication is the key. Be more present on Social Media and create interesting content for your audience. Post articles about how is it like to work within your company and use testimonials from your employees in order to make it more reliable. Keep them engaged and become a trusted information source for your target. Find out what are their needs and expectations when choosing an employer and according to their answers, promote the benefits offered by your company.
Organize or be present in events where you will have the opportunity to interact with potential candidates, such as career fairs, webinars or Open Days. They can get in touch with your organizational culture and will have the possibility to make a comparison between your company and their actual employer.
For more information about online and offline recruitment events, download the FREE eBook: HR’s Survival KIT – for Talent Attraction and Employer Branding.
3. Create a database with potential candidates
For entry-level recruitment, there are cases when you find the candidates with all the abilities you are looking for, but they don’t feel prepared to start a career at this moment, because they want to focus on university results or, if we are talking about professionals, they already have a job.
In this situation, create a database with all the potential candidates and send those personalized e-mails or newsletters in order to inform them about your latest events and career opportunities. Keep in touch with them and don’t let the relationship fade away.
If the article was helpful to you, download the HR’s Survival KIT – for Talent Attraction and Employer Branding that will provide the answers to the following questions:
- What are the main criteria candidates use when choosing their employer?
- What are the online and offline channels you can use in an employer branding or a recruitment campaign?
- How to approach employer branding in 5 clear steps?
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