How do you approach and engage with passive candidates who are not actively looking for a job?

Knowing your audience is a non negotiable, however sometimes the best way to gather all this information is by asking, I find it is the most simple technique. Reach out to the person and tell them why you're calling, not to poach them but to ask them what is the one opportunity that will encourage them to change their status from a passive to an active job seeker. Align their dream job to the job you wish to offer and be honest, if it's not the same don't push it :) Never be afraid of having an honest conversation, no one will deny you information if you are genuine.

I approach passive candidates by initiating personalized and value-driven conversations. Highlight their skills and the unique opportunities your organization offers. Showcase the company's culture and achievements, emphasizing long-term career growth. Keep communication respectful and non-intrusive, aiming to build a relationship rather than pushing for immediate job interest.

Tech candidates are unlike other candidates in many aspects. They often have several offers on the table, so engaging them is more difficult. They also appreciate a no bullshit, no frills approach, and are often quite critical of traditional corporate culture (with good reason!). Be honest, be transparent, and you'll start getting results!

To engage passive candidates, start with personalized outreach highlighting their skills and your company’s unique value. Build relationships by sharing industry insights and respecting their current situation. Use mutual connections for warm introductions and offer informal discussions rather than a direct pitch. Showcase your company culture and benefits to spark interest. Follow up thoughtfully with relevant content and maintain a talent pipeline for future opportunities.

Introduce myself, the organisation and our key specialisms. Be understanding of the candidate's situation and that they are not seeking a new role (don't try a push a job down their throat because it suits your current hiring need). Provide some market insights e.g. market overview, new innovations within the sector. Keep in contact on a regular basis/meet for coffee. Keep them posted on market insights and propose different opportunities after building some rapport and finding their push/pull factors. Open conversations can go a long way.

Crafting a concise yet compelling message that resonates with passive candidates demands a deep understanding of their professional backgrounds and aspirations. It's about showing interest in their journey. By addressing them by name and referencing specific aspects of their work or achievements, you're fostering a connection built on sincerity. Moreover, articulating why you believe they'd thrive within your organization adds substance to your proposition. Ending with a clear call to action empowers them to take the next step, ensuring the conversation progresses meaningfully. Brevity is key to ensuring your message captures their attention in a busy digital landscape.

I always find something in common with the candidate (former school, city/state, hobbies, etc.) based off their LinkedIn profile and shoot them an InMail that will grab their attention. The subject of the InMail is important and the main reason that people will open and actually read the InMail. Draw attention to a particular skill that's awesome, reach out to a former alumnus at a school you have in common, or talk about a fellow LinkedIn connection the two of you may know in common. This will make it more of a soft InMail versus a hard InMail that's cold and will most likely not be read or responded to.

Be creative with your messages. You don't have to make it unique for every candidate, but it should have some personalization. Gem is a great tool for doing this. Keep it short and to the point. Most people don't read the full messages but just skim them for who you are, why are you bothering them, and what is in it for them. But if you can make it entertaining or connected to something on their resumes it will make it that much more attractive. Also, keep trying new messages if you aren't getting a lot of responses. Most important follow up at least twice over a week or two with short messages. Don't play games in your message just be straight forward, show you read their resume and be yourself, sprinkle your personality into the message.

Craft personalized and compelling messages that resonate with the individual candidate. Reference specific aspects of their background or achievements to demonstrate your genuine interest. Highlight the unique opportunities and benefits that your organization can offer, emphasizing how they align with the candidate's career goals and aspirations.

Craft a personalized message that grabs the candidate's attention and piques their curiosity. Avoid using generic or spammy language that feels like a mass email. Instead, tailor your message to show genuine interest in their specific skills and experiences, making them feel valued and unique.

I mean being respectful and professional should always be done whether they are passive or not. After all, you are doing a job and representing your company. BUT, you can still have fun with the interaction, imagine you are the candidate, what would you want to hear, and what kind of message would get you to respond and stand out from the rest? I try to be funny at times with my subject lines or add a bit of humor to the hit-up if it is for game developers or to highlight a cool thing that someone mentions in their resume. Or if we have simular interests or hobbies, to mention it. Or have the same name, etc.. Don't be afraid to have fun with the message just don't be rude or pushy or insult the company the candidates is at.

Approach passive candidates with professionalism and courtesy, respecting their current employment status and privacy. Avoid overly aggressive or intrusive tactics that may turn off potential candidates. Instead, focus on building rapport and trust through genuine interactions.

When engaging with passive candidates, be respectful, professional, and courteous, respecting their time, privacy, and current situation. Use a polite tone, follow up appropriately, provide accurate information, and build trust by showing genuine interest in their career and goals.

Seja sempre respeitoso e profissional. Candidatos passivos podem n?o estar em busca de novas oportunidades, ent?o é importante n?o ser invasivo ou pressionar. Mantenha um tom amigável e aberto, oferecendo informa??es claras e concisas.

Try to find common ground or shared interests with your candidates. If you share an interest in a topic, follow up with articles or resources related to what you discussed. This will go a long way to creating a genuine connection and a lasting relationship.

A great approach to passive candidates is an educational one in my opinion. Providing passive candidates with opportunities to learn about your company’s culture, benefits, EVPs, mission etc. not only add value for the candidates but also help recruiters to attract and lock incredible talent. Below are couple of ways recruiters can educate passive candidates about their organization and let the candidates see if the organization is a fit for them: 1) Inviting candidates to special events such as tech talks, conferences, hiring events etc. hosted by the organization. 2) Sharing informative content about organization such as it’s culture, earning reports, articles on company’s philanthropic contributions etc. on social media.

When approaching passive candidates, offer value by showing how your company and role can help them grow and achieve their goals. Highlight benefits such as company culture, mission, exciting projects, team dynamics, competitive compensation, and flexibility to attract their interest.

Showcase the value proposition of your organization and the potential benefits of exploring new career opportunities. Highlight competitive compensation packages, career advancement opportunities, professional development programs, or unique company perks that may incentivize passive candidates to consider a change.

Ofere?a valor e incentivo, como detalhes sobre o impacto positivo que a posi??o pode ter na carreira do candidato, oportunidades de crescimento, ou benefícios exclusivos da empresa. Mostrar o valor da oferta é crucial para despertar o interesse.

Absolutely! Diversifying your engagement approaches can only help you better understand the candidate. Another suggestion is to partner closely with your hiring managers and business leaders in engaging with passive candidates. Not only will you be building stronger relationships with the business, but senior level and executive candidates are more likely to respond to a hiring manager than a recruiters.

Utilize a variety of communication channels and methods to reach passive candidates, including email, social media, professional networking platforms, and industry events. Tailor your outreach strategy based on the preferences and habits of your target audience, experimenting with different approaches to maximize engagement.

Utilize múltiplos canais e métodos para alcan?ar candidatos passivos, como redes sociais, e-mail e eventos do setor. às vezes, a abordagem através de diferentes plataformas pode aumentar a eficácia da comunica??o.

When connecting with passive job seekers, focus on building lasting relationships by asking about their future career goals and motivation for a new role. Show genuine interest in advancing their career rather than just filling a role. This approach builds trust, making it more likely they'll turn to you when ready for a change. Stay in touch and occasionally check on their progress. When they're ready to move, you will have their contact details, career preferences, and previous communication that will set a smooth transition.

Focus on building long-term relationships with passive candidates, even if they are not immediately interested in exploring job opportunities. Stay in touch periodically to provide updates about your organization, share relevant industry insights or resources, and maintain a positive rapport. By nurturing relationships over time, you can establish a talent pipeline of qualified candidates who may be open to future opportunities with your organization.

This is also super important. You need to know when that candidate will be available or will fit a role that you have an opening for. Essentially build a list of great candidates, who may not be a fit now but will be one day, or will go to a company because you are there. So every candidate is a potential connection. I have hired people solely by doing this before including one candidate at two companies. Also having a candidate that was interested in your company and had a good experience, will make it easier to hire them later. Also if you ever look for a new job they might remember you and recommend you to their boss. Build relationships even if that candidate doesn't do well. It will go a long way.

Building long-term relationships with passive candidates is essential for a successful talent acquisition strategy. By maintaining regular, genuine interactions, sharing industry insights, and showing interest in their career aspirations, you create a network of potential hires who trust and respect you. This approach not only keeps you top of mind when they're ready to make a move but also positions you as a valuable resource in their professional journey.

Concentre-se em construir relacionamentos de longo prazo. Mesmo que o candidato n?o esteja interessado no momento, manter um contato positivo pode levar a futuras oportunidades ou referências. Ofere?a ajuda e mantenha-se disponível para conversas futuras, criando uma rede de contatos valiosa para o futuro.

It's all about pain points. Can you objectively say the job you're providing them puts them in a better spot than they're in now? Sometimes you can tell just by looking at their resume or LinkedIn profile. Sometimes you need to have a conversation first. Remember, they're passive, they don't *need* your job. It has to be worth their time. Figure out what their pain points (if they have any at all) & what makes them tick. If your roles fix those, then it's time to pitch.

Conteúdo Atrativo: Compartilhe conteúdo relevante sobre a empresa em redes sociais e blogs para atrair a aten??o dos profissionais passivos. Mostre projetos interessantes, avan?os tecnológicos ou histórias de sucesso da empresa.