January 9, 2023


As recruiters, we know the importance of finding passive candidates with a strong track record. After all, passive candidates are typically more experienced and have job security that active candidates may not possess. However, recruit passive candidates are traditionally very challenging.

With the post-pandemic economy in full swing, one in four workers is considering quitting their jobs according to CNBC. With this increased availability of passive talent, recruiters must be prepared to adjust their strategies for successfully reaching out to these potential employees. In this blog post, we’ll explore some tips and tricks you can use to recruit passive candidates more effectively than ever before!

What is a passive candidate?

A passive candidate is someone who is currently employed, isn’t actively looking for a job, and would consider an opportunity if it was presented to them. These professionals usually have more experience than active candidates and may be harder to recruit due to their current situation.

Recruiting passive candidates can be beneficial to a business because they usually bring more relevant experience and a higher level of job security. However, it’s important to keep in mind that passive candidates may not be as open to recruiters’ advances, so recruiters need to approach them with care.

What is passive recruiting?

Passive Recruiting involves the use of various strategies and tactics to recruit passive candidates. This includes using social media, diretct outreach, job boards, search engines, referrals, targeted ads, and more. Recruiters must also be creative to capture the attention of passive candidates who may not be actively looking for work.

Active vs Passive Candidate Recruiting

Active vs Passive Candidate

When recruiters are deciding between active and passive candidates, they should take into consideration the type of role they are hiring for. Passive candidates may provide higher levels of expertise but may cost more than active job seekers. Active job seekers on the other hand may be easier to recruit due to their availability, but recruiters must make sure their skills match what the role requires.

Tips and tricks for successfully recruiting passive candidates

1. Get creative with your outreach – Send direct messages to potential candidates on social media or recruiters can reach out directly via email, text message, or even phone call. Creative methods of reaching out are great for attracting attention from passive job seekers! Use an automation tool like ours to Scrape LinkedIn Data and automate your LinkedIn and Email Outreach.

2. Use targeted ads – Use keyword search terms to target passive job seekers who may be looking for a change.

3. Utilize recruiters – Partner with recruiters and headhunters who are experts in finding top-tier talent. They can help recruiters save time and money by connecting them with passive candidates that match the profile of what recruiters are looking for.

4. Personalize your pitch – When recruiters reach out to passive candidates, they should make sure to personalize their pitch and explain why the job would be a great fit for them. This will help recruiters stand out from other recruiters and increase the chances of receiving a positive response.

To find Active Candidates you should at least do these 3 things:

1. Utilize job boards and search engines to post jobs and search for potential active job seekers who are already looking for work.

2. Use social media platforms like LinkedIn, Twitter, or Facebook to recruit active candidates by directly messaging them with your recruitment message.

3. Reach out to active candidates through referrals and posts

When is the passive candidate the best option?

Passive applicants are the best candidates when recruiters are looking for experienced professionals with a strong track record. Passive job seekers can add value to the organization and bring new ideas and methods of working, due to their higher levels of expertise.

Recruiting passive candidates can be an excellent way to fill roles that require specialized skills or experience. However, recruiters must also be prepared to invest time, effort, and resources into their passive recruitment strategies for success. With the right approach, recruiters can find quality passive candidates and fill an open position with the best talent available.

What are passive candidates looking for? And what are they not looking for?

Passive candidates are often looking for roles that offer a higher level of job security and stability. They may also be seeking professional development opportunities, competitive salaries, and the chance to work with a team that values their skills and expertise.

Passive applicants may not be as open to recruiters’ advances if they feel like recruiters are offering the same role they already have, or if recruiters are not offering the resources needed to meet their career goals. Recruiters should do their research on passive candidates and make sure they understand what the passive candidate is looking for before reaching out. That way recruiters can ensure that their offer meets the needs of the passive candidate, making it more likely that recruiters will be successful in their recruitments.

How to recruit passive candidates?

Sourcing Methods

Passive candidates do not seek jobs and might not be interested in finding a new job. Many recruiters utilize several platforms in the recruitment process for passive applicants.

Recruiters can also use targeted new job postings on recruiters’ and employers’ websites. This type of job posting should be tailored to passive candidates, including all the details and benefits that recruiters are offering.

Recruiters can also use social media platforms like LinkedIn, Twitter, or Facebook to recruit passive candidates by directly messaging them with recruiters’ recruitment messages. Additionally, recruiters can search for passive candidates through referrals and posts.

Finally, recruiters can partner with recruiters and headhunters who are experts in finding top-tier talent. They can help recruiters save time and money by connecting recruiters with passive candidates that match the profile of the job req.

How to find passive candidates?

Recruiters must be creative and think outside the box when it comes to finding passive candidates. Social media, recruiters’ networks, industry events, professional associations, and online job boards are great places to look for passive candidates.

Additionally, recruiters can partner with recruiters and headhunters who specialize in finding top-tier talent and can help recruiters save time and money.

Consider hosting a LinkedIn Event or an online Webinar to give value to a group of potential passive candidates. This is a great way to introduce yourself to them, grow your network and find more leads. Our in-depth article about this is right here!

How to engage passive candidates?

Do not expect them to fill out bogus forms or send out all sorts of documentation before the point that they have expressed some interest. Let’s put it aside for now.

You may suggest a short meeting in your lunch hour or after work somewhere suitable for you. If weekday hours are not available, offer a quick lunch at a location near where the candidate lives during nights or weekends.

How to screen passive candidates?

When recruiters recruit passive candidates, they must be sure to screen all of their applicants to ensure that recruiters are finding the right fit for the company. Recruiters should ask questions that will help them evaluate a candidate’s skills, experience, and qualifications.

Additionally, recruiters should conduct background checks on any potential employees. Background checks are especially important in the case of passive recruitment because recruiters have only limited information about a candidate.

Finally, recruiters should use behavioral assessments to gain more insight into a candidate’s personality and how they might fit into the company culture.

Give them what they’re not already getting

The most successful recruiters are those that can provide passive candidates with a unique opportunity. Recruiters should look for ways to make their offer stand out by offering benefits and perks that the candidate isn’t already getting in their current job. This could be anything from increased salary, flexible working hours, or access to better technology.

Look beyond job boards

We need creative ideas. Look for candidates outside online job boards. It may also become a good idea to talk to recently hired clients. Maybe you can offer a employee referral program that have perks. Join a group of social networks in which professionals meet.

As we mentioned earlier you could host your own LinkedIn Event to find passive candidates, if that is not possible then you can search other people’s events to find your candidates.

How to find passive candidates on LinkedIn?

Qualified Candidates

While we discussed using social media sites to find passive applicants, LinkedIn has many advantages not found elsewhere. Like the LinkedIn Events mentioned above. Also, LinkedIn’s ability to show you “shared connections” with people can help.

Recruiting passive candidates can be an effective way to recruit top-tier talent and fill job vacancies. With the right approach, recruiters can find qualified professionals who might not have been actively searching for a new position before.

To do this successfully, recruiters must think outside of the box when it comes to finding passive candidates—utilizing social media networks, professional associations, industry events, online job boards, and recruiters/headhunters that specialize in executive search.

Furthermore, recruiters should give these applicants something unique by offering benefits or perks they may not already have at their current jobs.

Finally, LinkedIn is one of the best ways to locate passive candidates due to its ability to show you shared connections with people as well as host your own event for potential leads. By following these tips on how to recruit passive candidates effectively and efficiently you’ll soon be filling those open roles!

About the Author

Michael Glaubitz

Michael has over 22 years in Public Safety but has always had side jobs. From Logistics to Real Estate, Finance, and Staffing there have been many experiences. These all lead to Social Selling and Marketing as both a Salesperson, Small Business Marketer and Recruiter. By combining all of this experience with an innate desire to serve others he plans to deliver more value than you can handle.

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