Candidates in niche industries, particularly in the tech sector, are delaying their job searches due to current global events. Many of these candidates have been furloughed and are actively or passively waiting for job opportunities. My job requisitions often require a certain level of software development experience, and it seems that experienced candidates are more likely to be passive in their job searches.
Through research and talking with other recruiters I’ve identified some key things everyone should be doing in order to get the best results from their passive recruiting efforts, including the following:
1. Tell Stories
Are your job postings like all the others? Ditch the list of required skills and must-haves. Instead, make your job posting one that shares a compelling story about what the person will be doing, how they will thrive in the environment, and what will make them successful.
2. Use Intrinsic Motivators
Asking why someone took a comparable job is a good starting point. Then, you can capture the theme of their response in your email’s subject line. Intrinsic motivators like that will increase your open rates drastically.
3. Personalize
Another thing you need to do when reaching out to a candidate is personalize your message to a T. The ideal candidate’s persona should shine through with you speaking directly to the person you want to hire. Capture some points that highlight how they are specifically suitable for the career you’re offering.
4. Focus on the Discussion
The “apply” button should be easy to find, but maybe not so easy to push. Your approach should focus on the career discussion, not the job or role itself. That’s how you’ll find and capture the best candidates.
5. Stay in Control
It’s common for candidates to want to lead the discussion, but as a recruiter, it’s important that you control how information flows. For instance, if they want the conversation to focus on compensation, why not start by offering up information to see if it’s a good career move and let them know that you’ll discuss whether the compensation fits once you’ve determined that.
6. Talk When No One Else Is
Most recruiters will not even attempt to contact candidates on Thursday through Sunday because they assume candidates are ending their week and not up for a chat. It’s worth giving it a shot on these days because your message is more likely to be noticed.
7. Be a Networker
If you had to label yourself, your actions should make you a networker, not simply a cold caller. Getting referrals is the best way to hire higher quality candidates. Passive candidates are more likely to talk to you if they know you got their name from someone they know.
8. Sell Growth and Satisfaction
Selling candidates on the financial benefits of the position is not the way to go. Instead, sell them on the things that imply growth and lasting satisfaction. Try to figure out existing roadblocks of their current position and explain how this one will be better.
9. Get Hiring Managers Involved
All of these things will help you find more candidates, but that does you no good if your hiring managers aren’t following up. Get them involved and enthusiastic about the process so that you can hire the best people for the job.
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