How to use Sourcing Strategies to Attract Passive Candidates | RecruitBPM

How to use Sourcing Strategies to Attract Passive Candidates

There is no doubt that a majority of the ideal job candidates are usually already employed. These candidates are often known as the passive candidates and make it unusually challenging for the recruiters to source them.  Most importantly, when they are content with current jobs, they essentially wouldn’t submit applications against the open positions. However, it doesn’t mean that the recruiters shouldn’t reach out to them, as according to LinkedIn passive candidates make up to 75% percent of the existing candidate market, so, seeking them is worth the extra efforts.

What is passive candidate sourcing?

In traditional recruiting, you post a job position and wait for the candidates to apply for it. Whereas, passive candidate sourcing specifies the procedure of enthusiastically looking for the already hired candidates and contacting them in order to call for their interest in your open position. A research study indicates that candidate sourcing is a practical and effective technique to hire the best candidates:

  • Sourced candidates are over twice as competent as the candidates who apply
  • Compared to 1 in every 152 non-sourced candidates, 1 in every 72 sourced candidates is hired.

Let’s have a look at some of the effective sourcing strategies recruiters can leverage to attract passive candidates:

Take Advantage of the Social Media Platforms

For the last few years, social media recruiting has turned out to be one of the most effective and commonly used recruiting tools. As a matter of fact, it is disclosed in a study that 58% of the employers do social screenings on the candidates to identify whether they qualify for the job. Therefore, leveraging the big social media platforms such as LinkedIn, Facebook and Twitter etc. is one the most effective sourcing strategies to let the recruiters come across top talent to hire.

Use Automation Tools

Advanced technologies have revolutionized every aspect of modern recruiting, counting candidate sourcing. These days, the recruiters can use artificial intelligence (AI) to their advantage for locating passive candidates more rapidly and more effectively than they could manually. The AI technology crawls job search engines to gather and evaluate a vast variety of candidate data, including their resume details to match against the specific jobs. Depending on this kind of information, AI-based tools are able to predict which passive candidates will be interested in switching the jobs, hence, let the recruiters prioritize the candidates easily.

Build a Referral Program

Current employees are usually one of the best sources of new talent for the recruiters. For a long time, referrals have been a main part of the modern recruiting strategies, and for a good reason—78% of the recruiters acknowledge finding their top candidates through referrals. Clearly, each of the employees has their personal connections and networks. These networks most often comprise of many high-quality applicants who can be the right fit for open positions in an organization. Passive candidates can be reluctant to reply to a message from a recruiter, but they will be more inclined to think about an opportunity that is conveyed to them by a personal connection.

Search through the Job Boards and Candidate Database

Although online job boards are mostly used by the active candidates to search and apply for open positions, they can be a great tool for the recruiters to source passive candidates. Most often when the candidates upload their resumes to the job boards during their job searching, these resumes are stored into the boards’ databases despite they have been hired against the open positions. Recruiters can explore the recruiting databases using different criteria such as industry, skills, experience, and educational qualifications. Even though the recruiters come across some outdated resumes, they should not discard the candidates but take into consideration the line of their career. If the candidates seem to be a good fit for the job positions, don’t delay to contact them.

Market the Company Culture and Professional Growth

Many of the recruiters are skilled to identify the passive candidates, yet their sourcing strategies prove inadequate when it comes to contacting them. The main problem is: passive candidates have no interests in the responsibilities and prerequisites of an open position in your organization. You can only get a hold of them if you tell them what makes your organization an exceptional and rewarding place to work. Professional growth and company culture are two of the most important aspects which can work as an inspiration for the candidates to switch their jobs. Therefore, when you contact passive candidates, make sure that instead of selling a particular role, you facilitate them with a discussion regarding the growth opportunities within your organization. And also, make certain that you have talking points which can showcase your exceptional company culture and employer branding.

Final Thoughts on Passive Candidate Sourcing

Although sourcing passive candidates can be a bit tricky and challenging, it’s a crucial technique in the existing competitive and fast-paced hiring landscape. With the above-mentioned strategies, it is imperative to use all the tools at your disposal, together with your applicant tracking system. Developed to automate the recruitment process along with reducing the time-to-hire, your applicant tracking system gives you an advantage when it comes to sourcing and attracting the passive candidates.

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