Générez 5x plus de candidats qualifiés
Only 20% to 30% of candidates are actively looking for a job. This means that up to 80% of potentials Candidates are passive. And so that 80% of the candidates on the market will not be affected by your traditional job offers. To achieve them, you need to rethink your recruitment process in full: you must succeed in attracting and seducing them via HR communication methods that are different from active candidates.
What is a passive candidate?
Passive candidates are professionals currently working, not necessarily looking for a new job but listening to the opportunities that will be offered to them.
Active candidates are those who are looking for a new job. They may or may not already be in place.
A successful recruitment strategy is to encourage passive and active candidates to apply. Passive candidates can offer a lot of value to your business, and you shouldn't rule them out just because they're not actively looking for a job. In fact, they are often the most valuable type of candidate.
Why are passive candidates useful in your recruitment process?
Most hiring managers agree that it is necessary to find passive candidates. Passive candidates represent 80% of the global workforce, while active candidates represent only 20%. If you're not looking for candidates in both groups, you're limiting your search for talent. Some even say that the best candidates are necessarily found in passive candidates, since they are already thriving in their current roles effectively... but the majority of them are always open to a better opportunity.
A report on hiring trends found that half of recruiters had more difficulty placing candidates in the IT, engineering, healthcare, and manufacturing industries. And more than half of recruiters said these same sectors were their best placements. If your business works in one of these sectors, you may encounter similar recruitment issues.
Why are the most popular sectors the hardest to fill? A lack of qualified candidates. Niche positions have smaller pools of candidates to choose from. Since 2012, the number of IT jobs has increased by 472,104 and health care jobs have increased by 606,887. Due to the peak in positions, finding qualified candidates can be a challenge.
Many people in specialized sectors are already employed. By looking for active candidates thanks to the Multicast of job offers classical, and passive with innovative techniques, you will be able to choose from a greater number of talents.
How do you target passive candidates?
Since passive candidates are not looking for a job, they are not present on job sites. Your sourcing and targeting strategy should be different for passive candidates. Here it is 5 ways to attract and recruit passive candidates :
1. Use Inbound Recruiting techniques
Passive candidates are professionals who are already working but are open to opportunities. To recruit them, you must adapt your recruitment strategy and therefore use the techniques of Inbound Recruiting and HR Marketing.
This strategy is based on 3 key steps:
Attraction phase: The first step in this strategy is to promote your business through quality content that promotes your employer brand. For example, post blog articles, job offers, employer brand posts on social networks. Also, sending personalized messages via social networks, e-mail or SMS shows potential candidates that you care about them because you've clearly taken the time to research them. It also significantly increases the response rate.
Seeqle's programmatic recruitment solution uses the technology of native advertising in order to create visual ads that integrate naturally into their display environment and thus reach passive candidates in order to make them discover your ads in an attractive way and quickly bring them to the engagement phase. Thanks to HR programmatics, you can reach active and passive candidates, i.e. 100% of the job market!
Commitment phase: Once talent is attracted to your content, you need to get them engaged in the application and get them to go from a simple visitor to a candidate. For example, you can set up a Call to action attractive to invite him to download a white paper, watch a video, register for an HR event or subscribe to your content via your LinkedIn Company page.
With Seeqle: The talent will click on the Call to action of the advertising seen online and will be redirected to your career space, landing page, form or job offer. At this stage, the process of applying is hanging by a thread!
Loyalty phase: Once your candidates are hired, make them the best ambassadors for your company: invite them to share their opinions about the recruitment process, to talk about their application experience in your company, to disseminate your values, your advantages, your premises etc., thus encouraging future talents to join your organization.
2. Use video
When it comes to attracting passive candidates, everything ultimately depends on the strength of your employer brand. While the other tips in this article are helpful, they won't be very helpful if your employer brand isn't what candidates are looking for. Keep in mind that the question on the mind of every passive candidate is:
Is this new opportunity worth leaving the safety and comfort of my current situation?
Your employer brand must therefore convince them that the answer is a resounding “yes”. And the most influential tool to achieve this is the recruitment video assisted by UGC (User Generated Content) or EGC (Employee Generated Content).
Passive candidates don't just need to take your word for it. They can see firsthand how great your business and culture are. Use video to give candidates a glimpse into daily life at your company. It's often effective to highlight employees who talk about why they joined the company and what aspects of their work they love the most. And contrary to popular belief, you don't need a large budget to make your recruitment video a reality.
You can even, via the Seeqle solution,
easily create a video ad with an impacting design and animations, without technical knowledge, and then automatically broadcast it on thousands of websites, applications and social networks relevant to reach your target audience.
3. Take advantage of social networks
To reach these candidates, social networks remain the best weapon. Indeed, they allow businesses to promote their employer brand and to familiarize these passive candidates with their brand by providing useful and educational content. Stay active on social media sites like LinkedIn, Facebook, and even TikTok. Connect with potential candidates and post job offers on your company's social media page. Passive candidates who scour their social media feeds could decide to apply.
4. Create and reference your database
Create your own database to store candidate information. A candidate may not have been a good fit for a previous position, but they may be perfect for current or future opportunities. With a database, you know the strengths, qualifications, and experiences of candidates.
To keep candidates in an organized database, you can try using an applicant tracking system (ATS). Search for keywords related to the position being filled in your database. For example, you have a job offer for an occupational therapist. Search for “occupational therapist” in your application tracking system to find qualified candidates. From there, you can narrow down the number of candidates based on other qualifications.
👌 The Seeqle HR programmatic technology integrates with all ATS on the market.
5. Offer what their current situation does not offer them!
Passive candidates are highly unlikely to leave their current role to fill a nearly identical position elsewhere. So for your opportunity to get their attention, it needs to have unique differentiating factors.
When you've attracted a candidate who's a perfect fit for one of your open positions, it's time to do your research. A bit of investigative work should reveal at least some of the limits of its current role. Is it underpaid? Maybe the environment is not suitable for him? Does it have limited opportunities for development?
Once you've identified a pain point, highlight it in your outreach work. Focus on how your opportunity will make their lives easier by solving the problem for them and talk to passive candidates about growth opportunities in the new position!
Another way to find passive candidates is to use employee recommendations. Recommendations allow you to broaden your candidate pool. Plus, your current team probably knows the type of employees your business needs to excel.
Outline why the vacancy would be a good fit for passive candidates. For example, talk to them about your company culture and business benefits.
Try our free analysis tool which will give you the size of your audience detected on the entire web as well as the number of candidates you will receive.
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