Passive Recruiting: How to Assess + Attract the Best Candidates
Did you know that only 30% of people are actively looking for a job? The rest are passive candidates. These are talented people who aren’t scrolling job boards or sending out résumés, but they might be open to a great opportunity if it comes their way. They’re often perfect for hard-to-fill positions.
Passive recruiting helps you find skilled professionals who aren’t just looking for a paycheck. These candidates often bring fresh ideas, new skills, and proven success to your company.
So, how do you get their attention? And how can you tell if they’re the right fit when they’re not actively job hunting?
What is Passive Recruiting?
Passive recruiting is finding and reaching out to potential job candidates who aren’t actively looking for new jobs. It’s about building relationships and sharing opportunities that might interest them. This is often done through networking, referrals, or targeted outreach on platforms like LinkedIn.
Big accounting and legal companies like Deloitte and Baker McKenzie use passive recruiting to hire top professionals, such as skilled auditors or experienced corporate lawyers. They connect with high-level candidates before they start job hunting, helping these companies build strong teams and stay competitive.
Why passive candidates matter
Passive candidates are valuable because they’re often highly skilled and experienced workers who can add a lot of value to any team. Since they’re not actively searching for jobs, there’s less competition to hire them, giving you a better chance to secure top talent.
Because passive candidates make up most of the potential workforce, the talent pool is much larger—if you know how to access it.
5 Best Practices for Attracting Passive Candidates
Here are some tips to attract top talent and make your company stand out, even to people who aren’t actively looking for a job:
1. Build a strong employer brand
Your company’s brand is the first thing people will hear about before they see any job listings. It’s a fantastic way to share your mission and values and catch the attention of candidates who are passively looking for a job.
Make sure to post success stories, behind-the-scenes glimpses of your workplace, and employee testimonials on social media and your website. Companies with a solid reputation can reduce hiring costs by up to 50%!
2. Leverage current employee referrals
Referrals are a proven method for finding passive job candidates. Encourage your employees to use their networks by promoting a referral program. Hires from referrals often get started 25% faster and tend to stay at the company. Offer rewards like referral bonuses or public recognition to motivate your team to make strong recommendations.
3. Use targeted content marketing
Content marketing can attract passive job seekers just like it attracts customers. Share relevant industry news, company updates, and employee success stories that highlight your company’s strengths.
You can post blog articles, videos, or newsletters that show your company as an innovative place to work. This content creates a positive image, encouraging top professionals to consider joining your team in the future.
4. Offer flexible work arrangements
Flexibility is a big draw for passive candidates, especially today. Studies found that 80% of employees prefer companies offering remote work, hybrid options, or flexible hours.
Be sure to highlight these benefits in your job listings and show how your company supports a healthy work-life balance. Share examples of employees who work from different locations or adjust their hours to manage family responsibilities.
5. Create a talent community
Building a talent community helps keep passive candidates interested and your company in their minds. Invite them to join a network where they can get updates, job openings, and helpful resources related to their industry.
Host virtual events like webinars on trending topics or casual Q&A sessions with your team. These efforts build a strong connection, making it easier to source passive candidates when they’re ready to make a move.
How to Assess Passive Candidates
Effectively assessing passive talent can help you find the people who would do best in your openings. Here are some practical methods to make sure you’re identifying the best fit for your team:
1. Evaluate their professional experience
Start by reviewing their LinkedIn profiles, portfolios, or any work they’ve published. This search can help you understand their past accomplishments and the impact they’ve made in previous jobs. Look for signs of growth in their career.
Have they taken on more responsibility over time? Have their skills improved? For example, if they went from junior roles to leading major projects, it shows they are ambitious and capable. Checking work samples can also give you a good idea of their skills and strengths.
2. Assess their hard skills
While it’s important to look at their work experience, don’t forget to check their practical skills. EmployTest offers different tests to measure specific abilities, like accounting or paralegal knowledge. These tests help you focus on real skills instead of just relying on résumés or degrees.
More companies now care about hard skills over traditional qualifications. Doing an initial test can show if a candidate has the skills you need before offering them the job.
3. Use soft skills assessments
Soft skills are crucial for roles that require collaboration and leadership. You can use EmployTest’s emotional intelligence or management aptitude tests to see how well they communicate and work with others.
For example, if you’re hiring a project manager, you’ll want someone who can motivate teams and handle conflicts well. Testing emotional intelligence can help you understand how well a candidate will fit in with your team and adapt to your company culture.
4. Conduct informal interviews
Instead of starting with a formal behavioral interview, try having a casual conversation first to learn about their goals and interests. Focus on their career dreams, not just the job they’re applying for. This relaxed approach can give you a better sense of their values and if they’ll fit in with your company culture.
For instance, if they’re passionate about sustainable projects and your company values eco-friendly practices, this could be a perfect match.
5. Request feedback from mutual connections
Reach out to people in your professional network who have worked with the candidate before. Peers, former colleagues, or industry contacts can share helpful details about their performance and work ethic.
This method can help confirm information on their résumé or uncover additional qualities, like their problem-solving skills or how they handle pressure.
Stay Active to Attract the Passive
Remember, most top candidates aren’t actively looking for a job, but they’re open to the right opportunity. Passive recruiting is a tool you need to use when searching for the best talent. By using these strategies, you can create long-term connections and find exceptional candidates.
As the competition for skilled professionals heats up, adding passive recruiting to your hiring process will keep you ahead of the game.
If you’re ready to become active in your passive recruiting, check out the pre-employment assessment tests EmployTest offers. Book a 15 minute chat today with our expert team to learn more!