Contrary to what might be assumed in today’s red-hot job market, not all prospective job candidates are working feverishly around the clock to secure an open position. Many would-be candidates approach the process with markedly less enthusiasm and effort, thereby earning the title of “passive job candidate.”

Remarkably, according to LinkedIn’s “Ultimate List of Hiring Statistics,” a whopping 70 percent “of the global workforce is made up of passive talent who aren’t actively job searching.”

And, notes Real Business, “Nowhere are passive candidates more prevalent than in the technology sector, where the skills gap is a major issue and many software developers just aren’t being active in their job search.” 

Given this challenge, what are the most effective strategies for engaging with passive candidates so that—now or in the foreseeable future—they become amenable to a job offer from your organization? Here are some tips:

 

Keep your brand active and visible.

A passive job candidate is unlikely to suddenly “jump to life” when approached by a brand he or she knows nothing about. On the other hand, if your business aims for a high profile within your specialized industry, the chances of actual engagement increase.

To achieve this goal:

Maintain a vibrant social media presence. Commit to active, ongoing involvement in terms of producing fresh content (or sharing relevant content) from other sources. Join in tech-related conversations on industry platforms and engage with other followers on those sites. Make sure your company’s LinkedIn page also stays fresh, with regular updates about the business.

Generating posts, videos, and other types of content about your company’s “employee-focused” culture will also likely gather favorable attention from passive job candidates.

 

Strive to be an “employer of choice.” 

Passive candidates can afford to be very selective about what companies they consider approaching. In addition to keeping a high-profile online, it’s important to establish and maintain a company culture that sets your business apart as an upbeat, “employee-centric” place to work. Elements of such a culture include:

If your company offers these and/or similar benefits, don’t be shy about promoting them on your careers page and throughout your industry. Word will get around to passive candidates interested in this type of environment.

 

Design a seamless application process.

Many job candidates are easily discouraged by any sort of application process that requires a significant amount of time and effort. Passive candidates, in particular, just don’t have the patience to deal with a multi-step system. 

Instead, Boss Magazine suggests that employers follow the example of “emerging SaaS organizations that offer one-click apply options.” Examples include Facebook and Netflix where job candidates can “upload resumes and cover letters with a couple of clicks.”

Again, if you employ such a process, highlight this as part of the job description, emphasizing the ease with which interested job-seekers can apply for an open position.

 

Get help from a talent acquisition provider.

Third-party talent acquisition providers like Oloop offer a scalable and globally distributed delivery model that sources and screens candidates, conducts interviews and submits the resumes of high-caliber IT professional who might be perfect for your business.

Opting for this type of assistance can result in major savings in time and money when it comes to the IT hiring process. Just as importantly, the right organization ensures that its internal KPIs are aligned with their clients, greatly increasing the likelihood that the new hire will be “the right fit” with your business. 

In today’s volatile job market, traditional modes of new employee recruitment aren’t effective in connecting with passive job candidates. The key is adopting new, more aggressive recruitment techniques that combine a high-quality product (such as having a great place to work) with a recognition of the passive candidate’s unique temperament and needs.

Armed with this knowledge—and top-of-the-line brand awareness—your company will have a competitive edge when the time comes to hire the best job-seekers out there.