There is no getting around that the ideal job candidate is usually already working. These individuals, who are frequently referred to as passive candidates, present a unique set of issues for the modern recruiter; after all, someone content in their current employment is unlikely to apply for open opportunities or respond to recruiter contact.
However, pursuing passive candidates is worthwhile. Indeed, according to a study, passive candidates are 120 percent more likely to have a significant effect on your firm. In other words, overlooking passive applicants means passing up a plethora of excellent candidates. if you’re seeking a more effective candidate sourcing strategy, continue reading to learn about seven tried-and-true strategies for finding passive prospects!
1. Spice Up Your Job Descriptions
A well-written job description is critical in determining whether passive candidates convert to your job site. When a passive applicant comes across your job opening, they are more likely to apply regardless of how they discovered it if the description resonates with them.
To write flawless job descriptions, follow these best practices:
Avoid speaking in the third person. “The ideal applicant” sounds dry; replace it with language that includes “you” and “us.”
Within the description, demonstrate a commitment to diversity. How your organization communicates, its commitment to diversity and inclusion has a big impact on whether your job postings attract a broad pool of candidates.
To keep your descriptions concise and unambiguous, choose precise terminology over vague action words.
2. Include A Pay Range in Your Job Advertisement.
By excluding compensation information from job postings, you frequently attract many people whose salary expectations do not align with what you can give. As a result, both parties will spend considerable time seeking jobs, screening applications, and conducting interviews.
Mentioning salary early in the recruiting process ensures that you will attract applicants whose salary expectations align with your offer. There will be no ‘bad surprises when it comes time to sign the contract.
3. Connect with Prospective Applicants Via LinkedIn.
LinkedIn is uniquely positioned to provide a goldmine of passive quality prospects. Due to the platform’s focus on professionals, the majority of profiles will provide important information for enquiring recruiter minds, and some will even include links to their web portfolios (if any).
You may utilize built-in LinkedIn automation software such as LinkedIn Recruiter to do a targeted search for you. If you come across people you like, it is appropriate to reach out to them and invite them to apply for open positions. Additionally, it will bolster the egos of the applicants chosen from the crowd and instill in them good thoughts about your organization.
4. Leverage A Marketplace for Talent
While active candidates are on job boards, passive candidates can be recruited smoothly through talent exchange platforms. By providing in-house recruiters with access to databases of potential passive applicants’ backgrounds and contact information, these platforms eliminate the barriers to identifying passive prospects. All that is required is to reach out and take the next step with your customized outreach approach.
5. Invest in Automation Software
Every facet of modern recruiting, including candidate sourcing, has been transformed by innovative technologies. Recruiters may now use artificial intelligence (AI) to find passive prospects far more quickly and efficiently than manually. Using artificial intelligence in conjunction with your manual sourcing strategies requires minimal work and frequently results in a significant payout.
To take advantage of modern and proven software to automate processes in linkedin, follow this link – https://closelyhq.com/
6. Organize Activities
Whatever the occasion, you gain a competitive edge by bringing in prospective talent. They’ll tour your premises, meet your team, and learn more about your company’s culture. What better approach to pique the interest of passive candidates?
7. Speak with Your Staff
When hiring new talent, the best proof is in the pudding. If you establish an attractive work environment for current employees, you may simply convince them to spread the news through their networks. Treat them properly so that others in their circles will also want to join.