July 11, 2018

How to Attract Passive Job Candidates

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

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

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

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


Keep your brand active and visible.

A passive job candidate isunlikely to suddenly “jump to life” when approached by a brand he or she knowsnothing about. On the other hand, if your business aims for a high profilewithin your specialized industry, the chances of actual engagement increase.

To achieve this goal:

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

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


Strive to be an “employer of choice.” 

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

  • A competitive salary and benefits package
  • A collegial and collaborative work environment
  • Added perks, like flex scheduling, on-site exercise equipment, healthy snack foods, etc.
  • Ample parental leave options
  • Opportunities for advancement

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


Design a seamless application process.

Many job candidates areeasily discouraged by any sort of application process that requires asignificant amount of time and effort. Passive candidates, in particular, justdon’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 candidatescan “upload resumes and cover letters with a couple of clicks.”

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


Get help from a talent acquisition provider.

Third-party talentacquisition providers like Oloop offer a scalable and globally distributeddelivery model that sources and screens candidates, conducts interviews andsubmits the resumes of high-caliber IT professional who might be perfect foryour business.

Opting for this type ofassistance can result in major savings in time and money when it comes to the IT hiring process. Justas importantly, the right organization ensures that its internal KPIs arealigned with their clients, greatly increasing the likelihood that the new hirewill be “the right fit” with your business. 

In today’s volatile jobmarket, traditional modes of new employee recruitment aren’t effective inconnecting with passive job candidates. The key is adopting new, moreaggressive recruitment techniques that combine a high-quality product (such ashaving a great place to work) with a recognition of the passive candidate’sunique temperament and needs.

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

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