What is passive recruitment?
Passive recruitment is all about reaching out to potential candidates who are not currently looking for a job change or applying for any position. Recruiting managers consider potential candidates by analysing their qualifications that can fit the role and full fill the requirements of the job. The major responsibility of the recruiting managers in this passive recruitment is to convince candidates to apply for this position. Some major factors of the passive candidates such as qualification skills and experience make them desirable in the job market and also attract hiring managers to consider them for the position.
Difference between Active and Passive Recruiting
In Active recruitment, candidates look for a new position or job change through online job portals, social media platforms, and job boards to connect with recruiters. In most cases, active Candidates look for opportunities for higher prospects, growth, leadership and compensation. Active Candidates are easy to engage and easy to convince as they start searching for new opportunities. In comparison, passive candidates are not easy to convince as they do not look for new opportunities to pursue them. Before approaching passive candidates you have to make a strategy to attract and convince them to apply for the position. You can start by giving a full introduction about you and your company, and then you can go ahead with a job description and compensation factor that are the main focal point of your conversation.
In this blog, we have discussed some strategies that can help you to attract passive candidates and make your talent pool larger.
Strategies to incorporate passive recruitment
Establishing employer brand
It is very important for the recruiters to enrich and establish the brand in a global marketplace to attract more candidates. Passive candidates apply for the organisation considering the employer brand. Passive candidates go through organisation culture, organisation goal, positive workplace then can manifest innovations. They are influenced by these factors for professional development.
Evaluating the requirements of the organisation
The recruiter should evaluate the current requirements of the organisation and also identify talent gaps in the workforce in terms of skills and knowledge. The evaluation will give an insight into the potential candidates before approaching them through social media platforms and emails. Recruiters should also analyse their experience and skills that are aligned with the organisation’s goals. And the next thing would be having a discussion with a candidate to see if he or she is a fit for the organisation’s culture as well.
Sourcing passive candidates
To identify potential passive candidates, recruiters can take the help of social media platforms such as Linkedin, Facebook or any kind of networking site. They can go through the profiles of the candidates and choose them for taking the next step. Along with that, an employee referral program is also one of the major parts of this passive recruitment where employees are asked today for candidates from their personal connections. By analysing skills qualifications and experience passive candidates contact them and bring them up for the interview rounds.
They should talk about goals, vision, culture , projects, and benefits to let candidates know more about the organisation. It can be enticing for candidates to strive for opportunity that can be beneficial for their career growth.
