Ah, the passive candidate…that most elusive of individuals, not actively seeking new employment, but open to new opportunities. You might be surprised to hear that such candidates make up a large proportion of the workforce, but identifying, attracting and ultimately securing them can seem like a tough gig for recruiters.

Rather than relying on traditional methods, head hunters must think outside the box. Finding a top-notch yet passive candidate may feel like finding a needle in a haystack, but the potential pay-off can be huge. A passive candidate typically accepts a job out of choice, rather than necessity, making them arguably more interested in the job itself, resulting in greater job satisfaction and a likelihood that they will stick around. Hiring is one thing; retaining that talent is the holy grail.

What’s more, a passive candidate is likely only going to be interviewing with your company. Unlike active candidates, who may be playing the field, resulting in often tense salary showdowns or losing out to competitors, the passive candidate is often a less pressured hire for all parties.  

This all sounds pretty great – but how is it achieved?

Market your brand

Before you begin hiring in any capacity, it’s crucial for you to know who you are as a business and a brand. What is it that sets you apart from the industry crowd? Why would a passive candidate swap the comfort of a role in which they are perfectly happy, for one at your company? Whether it’s flexible working, a bonus scheme, or proven employee satisfaction, your messaging is your marketing. Tell the company’s story, its formation, culture, growth and future plans. And don’t just tell the story: make it a reality. Make it a place people really want to work, and where existing employees will shout it from the rooftops (and on Glassdoor!).

Get existing employees on board

…Which brings us neatly on to employee-referral programmes, which incentivise existing employees to unearth possible passive candidates among friends and acquaintances, a perk for both employee and employer.

Make your presence known

A strong online presence is a given in today’s world, but don’t let that make you complacent. Stay active; write frequent and engaging content; make your site a destination for those looking for industry news. Prioritise searchability with SEO and social media tags. Use LinkedIn, for connections and content. Use an ATS like Stryve to help you. A Stryve subscription includes a branded platform to sell your business, as well as third party integrations to help promote jobs, so it really couldn’t be easier. All in all: get your company out there and get it known.

Tap into your alumni pool

One of Stryve’s many features is its pool of alumni candidates, which holds the information (in a fully GDPR-compliant manner) of those who have applied for past roles. Maintaining a database of past applicants can be hugely beneficial. A candidate who was not quite suitable for a past role may now be perfectly equipped to take up an upcoming post. Keep the pool up-to-date; play the long game: it will be worth it. It may take months or years, but that individual who didn’t quite tick all of the boxes for one role, may be just the ticket a little further down the road.

First impressions count

Once you’ve finally found the passive candidate of your dreams, it’s time to win them over. They may have read all about the business and its brand, but ultimately, the human touch is the decider. The passive candidate is here to make a move in their chosen industry, so the recruiter should look to pique the candidate’s interest via demonstrable knowledge of said industry, rather than going in for a hard sell. Listen to the candidate and take the time to understand their motivations, which likely go beyond money. The passive candidate should feel heard, understood and inspired by their interaction with the recruiter.

Smooth the way

The passive candidate did not put him or herself up for a painfully protracted recruitment process. It’s crucial to ensure a straightforward and efficient approach that will only further reinforce their decision to jump ship. Stryve makes smooth sailing of hiring and onboarding candidates. Automated actions, such as triggered emails and events and personalised job flows make for a slick experience. Stryve, a system with everything in one place, also equips the recruiter with an additional opportunity to tell the company’s story at each and every stage of the hiring flow.

With a little creative thinking and with the help of automation, it is easier than you may think to get passive candidates on board and reap the resulting rewards of such a hire. Take steps today to secure the dream team of tomorrow.