According to the latest talent trends on LinkedIn, around 95% of the people you are looking to hire for critical jobs are not actually actively searching for work. They are what is known as passive candidates – people who aren’t looking for work, or who are looking but aren’t applying. These passive candidates after often the perfect people for the job, but you won’t find them submitting application forms. To find them a recruiter needs to actively seek them out. But once you’ve found them, how do you engage these passive candidates and get the best talent into your business?

Sell Growth And Satisfaction – Not Money

While money is a great motivator for many people, it isn’t always the best answer. For passive candidates, they already have a job that is paying them, so money might not be their primary concern. Instead of relying on financial incentive, use tools like this job-seekers grid to figure out what really motivates your candidates. Do some research to find out if there are any roadblocks in their current job that are stopping their progress or if they have reached a stalling point in their career. If you can help them move past these roadblocks and offer growth in their career, you can get the person interested in continuing the conversation.

Write Better Job Adverts

In an age where all we do is sell to people, people have become cynical and dislike being directly sold at. So when you’re writing your job adverts, ditch the ‘skills’ and ‘must haves’ section and opt for something more compelling. So instead of listing the ideal qualities of a candidate, instead tell a compelling story about your business, company culture and brand identity. Tell your candidates about what they will learn, what experiences they can have and what sort of tasks they will be doing if they become successful.

Create Interesting, Captivating Emails 

With 60% of workers in the country not looking for a new job, but willing to discuss a new opportunity, it can sometimes be difficult to distinguish between those willing to speak to you and those who aren’t. In your initial communication you need to be able to capture the interest of someone who sits in that 60% of people, even if they didn’t know they were interested in another position. Try to include that person’s intrinsic motivation in your email. That means a bit of background research, but by addressing this need in your email you are more likely to get their attention and encourage them to respond to you.

Be A Networker, Not A Cold Caller

Cold calling is something that people have been get-in-touch-with-precisetargetrecruitmentbecoming less responsive to over the last few years, especially when it comes to job offers. Instead, getting referrals is the best way to improve the quality of hire and conversation. Passive candidates are more willing to have career discussions with recruiters who got their name from someone they know and trust. So while cold calling might work for you for active candidates, try and make at least 50% of your passive candidate outreaches come through networking instead.

Passive candidates can be some of the most challenging to track down but the most rewarding to place in the perfect role for them. With 60% of the workforce willing to talk to a recruiter and change jobs if the right offer comes along, your pool of talent might be wider than you think. For more tips on finding the right passive candidates or to find out how we can help you attract them, get in touch with us today.

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