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How can you build relationships with job candidates who are not actively looking for a job?

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Finding and hiring the right talent for your small business can be challenging, especially in a competitive market. You may not always have enough qualified applicants for your open positions, or you may lose out to bigger or more established companies. One way to overcome this challenge is to build relationships with job candidates who are not actively looking for a job, but may be open to new opportunities in the future. These are known as passive candidates, and they can be a valuable source of talent for your small business. In this article, we will share some tips on how to identify, attract, and engage with passive candidates, and how to turn them into active applicants when the time is right.

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Douglas Loyal Nerdahl
Giovanni Alfonso Huanqui Canto

Docente ESAN Posgrado Graduate School of Business.? en ESAN Posgrado Graduate School of Business.?

1 Identify passive candidates

The first step to building relationships with passive candidates is to identify who they are and where they are. You can use various sources to find potential candidates, such as your own network, referrals, social media, online communities, industry events, or talent pools. You can also use tools like LinkedIn, Indeed, or Glassdoor to search for profiles that match your criteria, such as skills, experience, location, or interests. The key is to look for candidates who have relevant qualifications and potential, but are not actively applying for jobs or updating their resumes.

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Douglas Loyal Nerdahl
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The best way to identify prospects is to just get out and meet people. Show interest in them and learn about them. I've gotten several jobs that I was not qualified for. On one of these occasions, the person who hired me told me that their reason for doing so was that he could train me in all the skills he needed, but he couldn't train someone to have my personality. When looking to fill a role consider the degree to which skills or experience even matter to begin with.

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Giovanni Alfonso Huanqui Canto

Docente ESAN Posgrado Graduate School of Business.? en ESAN Posgrado Graduate School of Business.?
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He encontrado efectivo utilizar estrategias de marketing de contenidos personalizados para atraer su interés, organizar eventos exclusivos para crear conexiones significativas, y ofrecer oportunidades de desarrollo profesional a través de programas de mentoría personalizada. Además, la creación de una comunidad en línea donde se comparta contenido relevante y se fomente la interacción puede ser clave para atraer a estos candidatos pasivos de manera auténtica y efectiva.

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2 Attract passive candidates

The next step is to attract passive candidates to your small business and make them aware of your brand, culture, and values. You can do this by creating and sharing engaging content that showcases your company's vision, mission, goals, achievements, projects, testimonials, or benefits. You can also use social media, blogs, podcasts, webinars, or newsletters to share useful information, insights, tips, or trends related to your industry or niche. The goal is to provide value and educate your audience, not to sell or pitch your products or services.

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3 Engage with passive candidates

The third step is to engage with passive candidates and start building rapport and trust with them. You can do this by reaching out to them via email, phone, or social media, and initiating a conversation that is personalized, relevant, and respectful. You can also invite them to join your online community, subscribe to your newsletter, attend your events, or participate in your surveys or contests. The goal is to show interest and curiosity in their career goals, challenges, aspirations, or pain points, and to offer your help, advice, or support.

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4 Nurture passive candidates

The fourth step is to nurture passive candidates and maintain regular contact and communication with them. You can do this by sending them follow-up messages, updates, feedback, or reminders, and by providing them with valuable resources, opportunities, or referrals. You can also use tools like CRM, email marketing, or automation to segment, track, and manage your interactions with passive candidates. The goal is to keep them engaged and informed, and to build loyalty and credibility with them.

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Douglas Loyal Nerdahl
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You have to give people goals and provide them with milemarkers so that they can clearly see their progress and results. Even more important you have to recognize their achievements and celebrate with them. Create an atmosphere that makes people want to run through walls for you, not cause them to dream of their exit.

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5 Convert passive candidates

The final step is to convert passive candidates into active applicants when the time is right. You can do this by identifying their triggers, such as a change in their current job, a personal or professional milestone, a referral from a trusted source, or a compelling offer from your company. You can also use tools like talent pipelines, talent pools, or talent networks to monitor and match passive candidates with your current or future openings. The goal is to make them feel valued and wanted , and to persuade them to apply for your job or refer someone else who might be interested.

By following these steps, you can build relationships with job candidates who are not actively looking for a job, and tap into a hidden pool of talent for your small business. This can help you reduce your hiring costs, increase your hiring quality, and improve your hiring speed and efficiency.

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Douglas Loyal Nerdahl
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There's a lot about "passive candidates" on this article. No one should be viewed as passive, but rather as a potential colleague and/or partner. Instead of giving off the "call me when you're ready" vibe, make them feel your enthusiasm for what you do, and try to instill that enthusiasm in them.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you build relationships with job candidates who are not actively looking for a job?

1

2

3

4

5

6

1 Identify passive candidates

2 Attract passive candidates

3 Engage with passive candidates

4 Nurture passive candidates

5 Convert passive candidates

6 Here’s what else to consider

Small Business

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How can you build relationships with job candidates who are not actively looking for a job?

1

2

3

4

5

6

1 Identify passive candidates

2 Attract passive candidates

3 Engage with passive candidates

4 Nurture passive candidates

5 Convert passive candidates

6 Here’s what else to consider

Small Business

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