4 Tips To Win Over Talent With Passive Recruitment

Get tips on how to win over elusive passive candidates who you know can add value to your organisation.

4 Tips To Win Over Talent With Passive Recruitment

If you want to attract top candidates to your organisation, you need to include passive recruitment as part of your talent acquisition strategies. Passive candidates are those who currently have a job and are not actively looking for a new one but who would be open to a new career opportunity under the right circumstances.

Recruiters target passive candidates as they usually have a good employment record and are successful in their jobs. Below are some tips on how to win over talent who aren’t actively applying to the job market.

Passive Recruitment Tips

1. Invest In Artificial Intelligence and Machine Learning Software

A report from LinkedIn has revealed that 70% of the global workforce is made up of passive candidates. Therefore, you are more likely to hire a passive candidate than an active job seeker, but the major challenge is to know who to approach to fill your job requisition.

Artificial Intelligence (AI) and Machine Learning (ML) talent acquisition software, like &Team, can help you in your recruitment strategy. Every time a candidate creates a profile on your job site portal, they submit their information to your talent pool. This means that you can collect and analyse useful information such as their current job title, qualifications, skills, and experience for passive recruiting purposes.

This technology can also provide premium users with personalised job advertising recommendations across the job boards most relevant to specific industries in South Africa. This means the technology can parse uploaded resumes for the skills, experience, and qualifications you need for a specific role, giving you access to a much wider potential talent base.

Potential Candidate Base

2. Improve Your Employer Brand

Employer branding forms a crucial part of the passive recruitment strategy. Your employer brand is basically how candidates perceive you as an employer. Passive candidates tend to have more interest in the proposition if the company reaching out to them is a brand that aligns with their own values and goals.

For example, if your organisation has a reputation for being involved in volunteering activities or community engagement, candidates who strongly share these values may be interested in working there.

Another potential employer value-add can include being known for professional development and leadership opportunities, which can attract candidates who are seeking such growth in their career.

You need to find out whether your employer brand is being perceived the way you want it and whether it is accessible to your targeted candidates. You can go on social media and see if your organisation has a strong online presence and what people are saying about it.

You can also monitor job portals or review sites where people can anonymously review your organisation. What are your current employees saying about the organisation? What have past employees said about it? Did they mention why they left?

It is important that you collect this information and find ways to improve your employer brand. You can consider the following techniques:

  • Surveying your workforce to find out where they believe you can improve
  • Investing in community engagement and volunteering events
  • Developing sustainable business practices
  • Performing career mapping with employees so they know that you are vested in their future

Remember that you have to give them what they do not currently have.

Employer Value Proposition

3. Use Social Media To Locate Passive Job Seekers

Platforms such as LinkedIn, Facebook, and Twitter can be useful for passive recruitment, helping you source potential candidates.

On LinkedIn, you can source candidates through searching profiles for specific job roles or titles. Or you could reach out to employees of certain known companies who you think would be a fit.

On Facebook, you can browse professional groups to see if any of the members catch your attention through their posts or public information.

On Twitter, you can search hashtags or companies to locate people who are in the industry and making an impression.

When you make the move and reach out to the potential candidate, be sure to make your value proposition known right away. Don’t ask them for a conversation, let them know why the role on offer can drive them forward both professionally and personally.

4. Create An Easy Application Process and Be Flexible With Your Interviews

When you are targeting passive job seekers, know that they do not have time for long and tedious application processes. It’s up to you to create a simple system that they can quickly complete.

Using your &Team platform, your candidates will be able to quickly and simply upload their resume from dropbox, google drive, or their local drive.

Also, keep in mind that you need to be flexible with the interviews. Passive candidates are already busy in their current role, so you cannot expect them to move mountains for an interview. Offer them the opportunity to meet virtually at a time that is convenient for them to streamline the process for everyone involved.

Passive Recruitment

Passive Recruitment Is Key To Attracting Top Talent

To build a talented workforce, you’re probably going to have to target passive job seekers, as they often have the most experience and can contribute to the success of your organisation.

If you would like to know more about &Team and how our AI & ML driving platform can simplify sourcing, recruiting, and hiring candidates for your company, contact us today.