What employers need to know about passive candidates

1. Direct Access

If you find information attached to a candidate's resume, do not hesitate to contact them directly. Direct contact will make it easier to convince passive candidates than emailing because sometimes they are too busy, do not have time to read emails from an unfamiliar mailbox or will happen to them. Don't know who you are, don't even know what your company is like? And most importantly, they will feel your sincerity. If there is an opportunity, meeting face to face is also a job that should not be missed. During the conversation, do not use language like when you approach customers, create a feeling of intimacy and closeness so that you can exploit their current work and aspirations. And it will be much more convincing if you let them hear from insiders who are former employees in the position you are recruiting.

2. Leverage your network of acquaintances

Why don't you take advantage of your relationships with colleagues around you to bring in passive candidates? If your colleagues really know these people, it will be much more effective to influence their psychology. They will absorb information about the organization, about the needs of the company with a sympathetic view and easily lead to consensus. In addition, asking friends and colleagues to recommend more bright candidates for the position you are recruiting for also helps to reduce your search time and recruitment costs for the business.

3. Offer clear benefits

When passive candidates start looking for a job, they tend to compare the job posting with their current job. This comparison can sometimes be quite harsh, so employers must show them: “The job we are hiring for will be better than your current job” convincingly. Be it giving them a much higher salary, or giving them special benefits, clear promotion opportunities, etc., passive candidates will be more "attractive".

4. Don't rush

For passive candidates, they are people who are used to the daily rhythm of work, have little habit of wanting to change, so if you want to win their trust, it is best not to pounce on "everything". meat and fish" is no use. These people are very careful in choosing the object of communication. Take it one step at a time, slowly and surely. If you really have a heart and want them to cooperate with the company, they will feel your sincerity.

Hopefully with the above 4 suggestions, you can find the right candidate for the company.