What are some best practices or tips for following up with passive candidates and keeping them interested?

Based on my experience, two key practices consistently lead to positive outcomes: 1. Personalized Messages: Show that you've taken the time to review their profile and highlight specific aspects that caught your attention. 2. Follow-Up Messages: These messages reflect your sincere interest and dedication. By following up, you convey that your initial contact wasn't generic. In my experience, the likelihood of receiving a response significantly increases when you send a thoughtful follow-up message, compared to relying only on the initial message.

Firstly, understanding why they're passive can provide valuable insights for future personalized approaches. Consider offering referral programs and asking for recommendations from their network to tap into potential fits for positions. Provide value by sharing relevant industry insights, resources, or networking events aligned with their expertise and interests. Keep passive candidates in the loop about any developments or updates related to potential roles at your company. Highlight growth opportunities, training programs, and mentorship possibilities to showcase the value of joining your organization.

Engaging passive candidates requires a thoughtful approach: Following are the step you can take: Personalized Communication: Reference their skills, experience, and interests to show genuine interest. Provide Value: Share relevant industry insights or company updates that align with their goals. Keep it Conversational: Maintain a light, friendly tone—don’t focus solely on job offers. Be Consistent: Stay in touch regularly without overwhelming them. Highlight Career Growth: Emphasize long-term opportunities and development. Building relationships rather than pushing for immediate results is key to keeping passive candidates engaged and interested.

First we need to build a relationship with them via personalize outreach, building trust or follow ups messages and to keep warm or interested we can discuss their growth Opportunities and highlight organization learning initiative and referral polices. we can also Engage them on Social Platforms.

Keeping in touch passive candidates needs to be centred around adding value to them. Sending information on the market, recruitment trends, salary changes, emerging skillsets etc is the best way to stay top of mind. As much as you can make your interactions about them, without asking for anything in return, the more reciprocity you build into the relationship. Eventually when they do decide to consider new opportunities, you will stand out as the best person to speak to, more so than all your competitors who fell off or expected an immediate return.

The best recruiters know how to keep in touch with passive candidates. It all begins on the very first call with them. You have to find out what their pain points and motivations are. This is important to know because they're passively looking, not actively. They don't have to make a move at all, they just want to see "what's out there". So mark down their ideal situation, and the key is to only reach out to them about jobs when you get something that solves their pain points/motives. If you're not reaching out to them about a particular job, then you can send them a relevant article/recent even related to their niche as a way to ask if anything's changed, this way you create a touch point w/o spamming them.

To engage passive candidates effectively, it's crucial to maintain a balance between persistence and respect for their loyalty. Utilize various communication channels like email, phone, and LinkedIn, varying the timing and content of your messages. Share relevant information about the company, role, or new benefits to keep them informed and build trust. Remember, it's about creating a connection that feels warm and trustworthy to make the transition to a new role more seamless.

Follow-ups are usual practice in hiring technical talent. But you need to understand that the “norm” for the number and frequency of letters may depend not only on the position and grade of candidates but also on the location. In the US, candidates are fine with 3-4 letters, while in Ukraine more than two will give the impression that you are too annoying. My team did research on when is the best time to send follow-up emails. It turned out that recruiters received more than 88% of all responses in the first four days. Therefore, it is optimal to send follow-ups 3-4 days after the first email.

Follow up consistently but avoid overwhelming passive candidates with excessive information or requests. Keep them engaged by sharing updates about the hiring process, company news, or industry insights. Regular communication helps to build rapport and keep your opportunity top of mind

It's great to use multiple channels, but those should take into account the candidate experience. How do you usually manage processes? If you are sending the same information through different channels, such as LinkedIn or email, or sending information that is not appropriate for some channels, such as job opportunity details via SMS, you are not taking into account candidates and the best from each channel

Conducting a feedback interview is valuable for candidates, offering insights into areas for improvement and fostering a positive corporate image and trust in the organization.

Candidates appreciate consistent updates, and it's important to show that you value their time and interests. When things don't go your way, it's also crucial to keep the candidate informed and updated, regardless of the outcome. Building trust should always be your number one goal.

Even if the feedback is that there is no feedback yet, it is one of the top priorities for managing processes. Map and share feedback at each step of the process; something could change in the middle, and the more information you have, the better to deliver a good process for both the hiring manager and the candidate.

Mantenha-se Atualizado sobre as Conquistas do Candidato: Acompanhe as conquistas e desenvolvimentos profissionais do candidato. Reconhe?a suas realiza??es e demonstre como a empresa valoriza tais contribui??es.

AUTOMATE AUTOMATE AUTOMATE these follow ups are at times a bit of a pain despite the followup being what candidates appreciate most they often fall through the cracks. Just automate that and its a win win for all parties

Engaging with a passive candidate, not currently interested but possibly in the future, requires a deep understanding of what your company offers to captivate them for an interview and future employment. Begin by discerning the candidate's preferences and assessing whether the work or benefits better align with their needs. If a candidate expresses interest and shares insights into their desires, make sure to emphasize and speak about crucial factors like the nature of the work, learning opportunities, team culture, compensation, and additional benefits such as PTO, maternity, or paternity leave.

Be straightforward when sharing benefits and package details in general. Try to provide as much information as possible. Even if the candidate is not interested, you can gain valuable insights into the types of roles that might be appealing, the benefits to prioritize, and more

This is important and to do this effectively it is in your best interest to learn the ins and outs of benefits and how things like health insurance or 401k eligibility, contributions, matching and vesting schedules work, it can be the tiniest hairsplitting one line of print that makes the difference in if they accept or take the other guys offer or stay where they are etc

Any message you send to a passive candidate must make it clear to them what they can gain from listening to you. Make sure you outline your company's benefits package, as well as the growth and learning opportunities. If possible, also include the salary.

In my experience we need to reverse engineer this process. As opposed to 'selling' the benefits and opportunities, it's more important to elicit from the passive candidates what's absolutely crucial for them in their next role. What are their strengths, values, motivators and aspirations. If you can understand these first and foremost then it will become very clear whether your vacancy is right for them. Plus, people prefer talk about themselves!

Thoughts: - Consent from candidates: Though we consider candidates to be passive, check with them if they are interested in future openings with your organization. If they say YES, engage them and Do Not Spam. - Engagement: Insist candidates to stay connected to your organization's career site & LinkedIn page for hiring updates & new stuff. - Quick Connects: Many passive candidates prefer staying in touch through WhatsApp rather than email or LinkedIn. Sharing your business contact number can help build a closer connection with prospects.

N?o hesite em pedir indica??es e recomenda??es. Candidatos passivos muitas vezes têm uma rede valiosa de contatos e podem recomendar outros profissionais qualificados. Isso n?o apenas expande seu pool de talentos, mas também pode levar a candidatos que s?o ainda mais adequados para as suas necessidades.

Once you have built trust within your network, you should ask your existing network for referrals and recommendations. This is a very underrated but highly effective tactic to connect with 'out-of-reach' candidates, in some cases.

If you have mutual connections with passive candidates, leverage those relationships to strengthen your outreach. Referrals and recommendations from trusted sources can increase their interest and willingness to engage with you.

Encourage candidates to refer others or provide recommendations. This not only helps in expanding your talent pool but also keeps the candidate engaged with your organization, showing that you value their network and input.