Candidate Sourcing: 5 Rules to follow in order to attract «passive candidates ».
As reported in our previous article “Understanding the importance of passive candidates and identifying them successfully” passive candidates who already have a job but remain open to other opportunities represent a major part of the population to consider when recruiting.
After having identified a potential passive candidate, there are several rules to follow in order to establish a relationship based on trust.
1. Don’t contact him at work
The first contact is always very important. Try to get his personal contact data connecting with him on social networks. A first phone call when he is at work can be fatal. In front of his colleagues he won’t be able to talk freely and may react very negatively which puts an end to your approach. Same thing for his work email address: he could be on vacation and could have set a rule to redirect his emails to one of his co-workers. Hopefully this has no consequences. Worst case scenario: the co-worker tells everyone that your potential passive candidate wants to quit. Can you imagine the consequences? You should also avoid sending the same message describing a position to a group of people in copy. None of this helps creating a climate based on trust. Personalize your message as much as you can and send it to only one person.
2. Understand his motivations
It is very important to understand the motivations that would make him change job. They can vary a lot from one person to the other, e.g. some people want to change because they may have issues with their superior, while other just want to work in another field. Salary is also a decisive factor. Establishing a close relationship with the candidate enables you to guess what his real motivations are.
3. Keep him informed
Passive candidates are often your top candidates. The more you provide them information on the company you are recruiting for, the better. Be prepared to sell this company and the benefits it offers and enhance the ones matching with the candidates’ motivations.
4. Be inquisitive
While providing a rich amount of information about the company you are recruiting for, you have to also get to know the current company in which your candidate works. What kind of compensations & benefits are offered? While learning this information you may figure out, that your candidate will have no interest to apply to your job. Isn’t it better to know this before you present his resume to the hiring manager? Keep in mind that if you actually end up having no opportunity for him, you may have one later and now that you have built this relationship it will be easier.
5. Keep in touch
Remember that it takes time to build this kind of relationships based on trust and that get stronger with time. Connect with your passive candidates on social networks. Stay regularly informed of their career moves. Keep them posted about your business. Stay available but do not be too invasive.
For more information on candidate sourcing: www.serendi.comCandidate Sourcing: 5 Rules to follow in order to attract «passive candidates ».,