How you approach finding candidates and the methods you use will have a big impact on your success in filling an open position. You need to use different candidate sourcing strategies for active candidates vs passive ones. Active candidates are on the lookout for new opportunities, readily applying to job postings, and engaging with recruitment efforts. Passive candidates, on the other hand, are not actively job hunting but could be open to new opportunities if approached in the right way. Each requires a distinct approach to attract them to your organization.
Active Candidate Sourcing Strategies
Active candidates are valuable for hiring quickly – candidates are usually eager to move to a new position and may even be between jobs. These strategies generally require less time from the Talent Acquisition team and can be started quickly.
Job Boards and Career Sites:
Active candidates frequent job boards like Indeed, LinkedIn, and industry-specific platforms. Ensure your postings are detailed, highlight the benefits of working for your company, and use SEO strategies to increase visibility. For example, using keywords related to the job title and skills in your job postings can make them more discoverable.
Social Media Campaigns:
Platforms like LinkedIn, Twitter, and Facebook are not just for passive candidates. Creating engaging content that showcases company culture, employee testimonials, and career growth opportunities can attract active candidates. For instance, sharing a day in the life video of a current employee in a similar role they’re applying for can provide insight into your company culture and attract active candidates to your job postings. You can also share job openings in your feed or that of the company. Sharing new position information in industry groups is another way to leverage social media for Active Candidates.
Recruitment Events:
Participate in career fairs, industry meetups, and webinars to meet active candidates where they are. These events allow for direct interaction and can help candidates feel a personal connection to your company. Hosting a virtual Q&A session with a key figure from your team can offer a deep dive into what it’s like to work at your company.
Passive Sourcing Strategies
Passive candidate sourcing is the lifeblood of developing a “talent pipeline”, candidates that have highly desired skills or experience, but might not be ready to move jobs right now. Passive Candidate sourcing does yield results in the short term, but it’s also a “long game” strategy for building a list of people for nurturing campaigns that provide the candidates with information about the company, culture, achievements, etc while alerting them to current opportunities with your company.
Networking and Referrals:
Leveraging your employees’ networks can be a powerful way to reach passive candidates. Implementing an employee referral program with incentives can encourage your team to recommend high-quality candidates. Organizing or attending industry networking events (even virtually) can help tap into passive candidate pools.
Direct Outreach:
Personalized, direct outreach through LinkedIn InMail or email can be effective. Research the candidate’s background and tailor your message to highlight why the role might be a fit for their career aspirations. For example, mentioning specific projects they’ve worked on and how they align with the role at your company can catch their interest. Your messaging with Direct Outreach needs to be more focused on the benefit that the candidate will realize when working for your company.
Content Marketing:
Create content that positions your company as a thought leader in your industry. This can include blog posts, white papers, and videos that passive candidates might find during their professional research. Engaging with topics they care about can increase their interest in your company. For instance, publishing a white paper on a recent industry trend and sharing it through LinkedIn can attract attention from professionals not actively looking for a job but interested in the topic.
Combining Strategies for Maximum Impact
While these strategies are tailored to either active or passive candidates, combining elements from both can maximize your talent pool. For example, your social media campaigns can cater to both active job seekers and passive candidates who might see your content through shares or tags.
Engagement Follow-Up:
Regardless of the approach, the follow-up is key. For active candidates, timely responses to applications and queries show respect for their interest. For passive candidates, a gentle follow-up after initial contact can keep the conversation going without pressure.
By understanding the nuances between active and passive candidates and tailoring your sourcing strategies accordingly, you can significantly enhance your talent acquisition efforts. The key is to be deliberate in your approach, leveraging the right mix of technology, personal touch, and industry insights to attract top talent to your organization.
