When you’ve exhausted your candidate pool and need to find top talent for a job req, what’s your go-to for uncovering passive candidates? On a recent NPAworldwide trading group conference call, participants discussed tools used to uncover passive candidates. Here are a few popular with our cybersecurity recruiters:
Good recruiters know it’s insufficient to just post a job and blast candidates on social media. They know there’s much more to recruitment, including finding passive candidates – those that are currently employed and not necessarily looking to change jobs.
How do you approach passive candidates? It’s important to really cater your initial contact with a passive candidate to sound both professional and genuine. You want to capture the candidate’s attention, but not in a spammy way.
It’s essential to stress the perks of the role you’re working on – after all, the candidate is likely comfortable in his or her current role, so you have to “sell” the reason they should change. Sometimes, it’s not all about the money. Really customize your email or message to draw in their attention with benefits like opportunity for growth, relocation package, or a really unique or flexible work environment/culture.
When you reach out to a candidate via social media, it can seem a little impersonal, so it’s important to focus on the candidate. Do your homework – dig into their background and find out their interests, and see if you can work that into your description about what makes the role perfect for them. A simple but personalized message shows that you aren’t just sending out automated responses to everyone on LinkedIn.
Make sure you explain who you are, who you’re with/what you do, and that you’re clear about the role. Sometimes recruiters try to make emails too brief so as to not overwhelm the candidate in the initial outreach, but it’s important you include enough information and detail to be informative and transparent about the role and your mission.
Always, always, include a “call to action” of a date and time you’re available to chat – even better, use a free email scheduler like youcanbook.me to allow candidates to choose the time that works best for them.
How do you engage passive candidates? What have you found that works or doesn’t work? Do you have a specific template that you use?