Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Creating a Proactive Recruiting Strategy to Target Passive Candidates


Published on

The talented candidate you’re seeking to fill an open position can often be a passive one -- someone not currently looking for new employment. Does your recruiting program have a strategy for identifying and targeting passive candidates?

Published in: Business

Creating a Proactive Recruiting Strategy to Target Passive Candidates

  1. Creating a Proactive Recruiting Strategy to Target Passive Candidates Contact Heather at
  2. About Our Sponsor: Cachinko• Reduce administrative time and wastes by 60% or more• She can focus more time engaging the Talent Community and filling positions Contact Heather at 2
  3. What is a Passive Candidate?• Individuals not currently looking for new work – But open to opportunities that pique their interest• Fully employed – Usually relatively happy in their current jobs• Might be looking for a better job, but sparingly• Won’t find these candidates through traditional channels Contact Heather at 3
  4. Passive Candidate Statistics• A recent CareerBuilder survey of more than 2,400 employers & 3,900 workers nationwide revealed: – 76% of employees reported that they would change jobs in 2011 for the right opportunity, although they were not actively looking – That’s a lot of passive candidates! Contact Heather at 4
  5. Why Target Passive Candidates?• The talented candidate you’re seeking to fill an open position can often be a passive one – Talented candidates tend to be employed – Traditional recruiting tactics often overlook passive candidates• Individuals with sought-after skills and specific expertise tend to be passive candidates Contact Heather at 5
  6. Where to Find Passive Candidates• Passive candidates aren’t looking where active candidates are, such as job boards• If you’re looking to target passive candidates, you need to focus on: – Referral programs – Networking tactics • Social & professional networking sites: LinkedIn, Facebook, Twitter, etc. – Niche job sites – Talent communities – Highly targeted campaigns Contact Heather at 6
  7. How to Attract Passive Candidates• Typically happily employed and not looking to transition – However, they are open to opportunities• Need to be thoroughly convinced of the reasons to change jobs – Better opportunities -- Title change – Employer brand -- Different responsibilities – More room to move up -- Better compensation & benefits – Higher quality team Contact Heather at 7
  8. How to Attract Passive Candidates• Make the “upsides” clear to the candidate: – Why should they leave their current position to work for you? – What additional responsibilities will they have? – Do you offer a better culture, team, supervisor, etc.? – What else makes your company unique? – Will you offer superior compensation or benefits? Contact Heather at 8
  9. Developing a Strategy for Passive Candidates• Proactive networking – Developing a unique employer/recruiter brand on LinkedIn, Facebook, Twitter and niche sites – Develop relationships with candidates – Fill your talent pipeline before an opening occurs• Employee referral programs – Employees often have talented people in their personal networks from past jobs or personal connections – These individuals are essentially pre-qualified by your workers Contact Heather at 9
  10. Developing a Strategy for Passive Candidates• Niche job sites – Many passive candidates are not looking on job boards, but are active on niche industry and organization sites• Talent communities – Platform for interaction between job candidates, recruiters, hiring managers, former/current employees – Can be divided into talent networks – Great way to keep passive candidates engaged and interacting with your organization Contact Heather at 10
  11. Developing a Strategy for Passive Candidates• Focus on the employer brand – Should have a compelling mission, vision or strategy• Focus on the job – Should provide an opportunity for the person to grow & develop – What will they be doing? – What’s in it for the candidate? – Why would they want to leave their current job for this position? Contact Heather at 11
  12. Developing a Strategy for Passive Candidates• Target the passive candidate – They may be looking and interested, but often they don’t take the next step and apply for an opening – Highly targeted ad campaigns can help get the passive candidates’ attention – Many organizations use Facebook Ads as a way to get in front of a passive candidate – Other social networking platforms give you insight into a candidate in order to figure out what their needs & wants truly are Contact Heather at 12
  13. Developing a Strategy for Passive Candidates• Consider going mobile with your recruiting – Make it easy for the candidate to connect with and follow you – Mobile websites – Applications – SMS campaigns Contact Heather at 13
  14. Execute & Measure the Strategy• Determine how to best go about targeting passive candidates• Measure your efforts along the way – What’s working? – What isn’t? – How do you know?• What other tactics can you implement to improve your passive recruitment strategy? Contact Heather at 14
  15. Thank you!Contact Heather at