So, What Exactly is a Passive Candidate?

If you've ever thought, "I'd be open to a new role if the right opportunity came along," then you've experienced the power of passive candidacy.

A passive candidate is someone who isn't out there seeking or applying for a new job but could be open to the idea. Unlike job seekers who are actively on the hunt for their next role, passive candidates are typically content with their current situation but could be persuaded to make a move if presented with the right opportunity, at the right time, and in the right way.

Most commercial leads and QSs feel the same. We have conversations daily with candidates who are quite happy in their current positions but as conversations progress and relationships build, a discussion of a dream role will often reveal hidden aspirations or interests that they may not have considered before. As we explore their goals and values, it becomes clear that even those who are content in their current roles can be swayed by the question, If this role was presented to them tomorrow/next week/next month? Would they be interested? The answer is usually, YES!

Why should you seek out Passive Candidates?

• Hidden Gems: Passive candidates often possess unique skills and experiences that might not be readily apparent in active job seekers. They might have specialised knowledge, industry expertise, or a particular skill set that's difficult to find in the traditional job market.
• Loyalty: Candidates who are approached for a role they're genuinely interested in are more likely to be loyal and committed employees. They're less likely to be job-hopping and more likely to stay with the company long-term.
• Reduced Cost: Recruiting passive candidates can sometimes be less expensive than traditional job searches. You can avoid the costs associated with job postings, candidate screening, and interviews. Additionally, passive candidates are often referred by current employees, which can reduce the need for external recruitment agencies.

How to Reach Passive Candidates

• Leverage Your Network: Your personal and professional connections can be invaluable in identifying potential passive candidates. Reach out to your current employees, former colleagues, and industry contacts to see if they know anyone who might be interested in a new opportunity.
• Utilise Social Media: Platforms like LinkedIn can help you connect with potential future new hires. Your platform should showcase your company and team as somewhere that’s desirable to work in, With passive candidates YOU are doing the selling here. You need to attract them and show why working at your company is better than your competitors.
• Partner with Talent Acquisition Firms: These firms specialise in sourcing passive candidates and can help you identify top talent. They have access to networks of passive candidates and can help you connect with the right people.
• Create a Strong Employer Brand: A positive company culture and reputation can attract passive candidates who might otherwise be hesitant to leave their current job. Make sure your company is well-known for being a great place to work, and highlight your company's values, mission, and benefits. Alternatively, if you’re a new business trying to establish your reputation, partnering with a talent agency can boost your profile.

Remember: When approaching a passive candidate, be respectful of their time and focus on building a genuine connection with them show interest in their career aspirations and check in periodically to see how things are going. Long-term relationships with passive candidates can turn into powerful hires further down the line.