Passive candidates – What if your ideal candidate isn’t actually looking for a job?
The main difference, besides their job-seeking situation, is the way in which recruiters get in touch with them. Reasons for turning to passive talent to find candidates for your company, and how to go about it.
In this white paper: :
What is a passive candidate?
According to LinkedIn, at least 70% of the global workforce is passive talent.
The 3 main benefits of hiring passive talent
- Increase your recruiting opportunities
- Avoid any risk of competition
- Capitalise on motivated candidates
Are passive candidates really that different from active candidates?
- All you’re doing is expanding your sourcing scope – your recruiting process stays the same.
- Candidate experience is just as important for active candidates as it is for passive candidates.
The importance of industry and role needs when scouting for passive candidates
In the end, what sways your decision to leverage a passive candidate recruiting strategy or not will be your company needs, the challenges your industry is facing, and the professional fields recruiters need to source candidates from.
The best time to consider sourcing passive candidates
The 5 main criteria.
4 tips to include passive candidates in your recruiting strategy
- Provoke your encounters with passive candidates
- Show appreciation towards the candidates you engage with
- Leverage convincing arguments
- Fit out your tool box to recruit passive candidates