How to hire passive candidates faster

If you have been hiring long enough, then the word passive candidates will not be a stranger to your ears. It might have often left you wondering whether the big buzz around passive candidates is really justified. Really, what's the point in trying to persuade someone to come work for your company when they don‘t even have a resume ready, forget about them actively looking for a job. All this when thousands of others are available through job boards, your job adverts and through other hiring channels.

As many HR experts will tell you, the top few reasons why everyone wants to hire passive candidates are

• Usually passive candidates are top performers and are well appreciated by their current employers, ergo they are not looking for new jobs

• There is a very high chance that passive job seekers are not job-hoppers and therefore stay longer in their Jobs

• Passive candidates are most likely not interviewing elsewhere. It means you don't have to worry about competing offers

So if your mandate is to hire the best talent, then you cannot ignore the passive candidate pool. But it's not always easy to find these candidates; especially not so when you don‘t have an organised framework for targeting passive candidates.

Some studies estimate that the passive candidate pool is upto 5 times as large as the active candidate pool on an average [Stats from The Department of Labor says : ''Passive candidates constitute 84% of the potential workforce on any given year'']

Following tips will help you hire passive candidates faster.

Mine your existing Candidate Database built over time

The most obvious and yet under-used source for hiring passive candidates is your existing Candidate database built up over time. Leveraging these candidates can be a great place to start as these are the candidates who you have been in touch with in the past and they probably know you and trust you.

Look through Social Networking sites

Almost everyone is there on social networks these days. Reaching candidates using your social networks helps you reach larger audience in just minutes. You can not only convey your message to them in few clicks, but also get referrals from their connections.

Candidates might be wary of letting their employers know that they are looking for better opportunities but member-only networks like LinkedIn private groups or Meetups can be a great way to engage them over a longer period.

Present yourself as a "Subject Matter Expert", not a "Recruiter"

The biggest barrier with passive candidates is to create trust. Passive candidates at the top level, will rarely want to associate themselves with recruiters but they would happily network with "subject matter experts" in their respective industries.

To differentiate yourself from others, establish yourself as an authority on the industry by blogging, attending conferences or building strong social brand for yourself. That way when you call you have a body of work precede you.

Ask for Referrals

Passive candidates might not have updated their profiles on job boards or other regular hiring channels but they certainly exist on social networks. Also their fellow employees, other recruiters or their friends can refer them for the job you are hiring for.

Continuous engagement to establish credibility and show professionalism

Remember, Passive candidates are quite happy with their current employers and might not be looking for a job change, so don't expect the candidate to say yes on the first call. You should rather try to build a relationship for them to trust you when they start looking for jobs. Remember, Future sale is better than no sale.

Follow-up with in-person meetings post calls or conversations

Meeting people in-person over coffee or dinner or a networking event can be a real competitive advantage. People trust you a lot more if they have met you in person and feel that you took a real interest in their career.

Pursuing passive candidates really pays off in longer run. Try out the above tips to convert more passive candidates into actual hires.

Liked what you read? I would appreciate if you can let me know your thoughts or any comments on the topic.

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Here, at LinkedIn, I regularly write about Recruitment and Management related issues and trends. Find all my LinkedIn posts here. If you would like to read my regular posts then please click 'Follow' (at the top of the page) and feel free to also connect with me via Twitter and our company's Blog.

Here are some of my other posts on LinkedIn:

• Top 12 Traits of the Most Successful Recruiters
• 5 Quick Tips to Improve your Recruiting Cold-Calls
• 6 stupid resume mistakes every smart job-seeker must avoid
• Top Recruitment Technology Trends to watch for in 2015
• How to Improve your Recruitment Productivity in 2015

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