Easy, Budget-Friendly Ways to Engage Passive Talent
Finding someone with the exact skill set you’re looking for is tough. Finding someone with the exact skill set you’re looking for who’s currently looking for a job is almost impossible. So, we do our best to engage with passive candidates.
For a full-time recruiter, this means sending numerous in-mails to connections, networking at industry events, and even cold-calling people with decent resumes. For a hiring team, this often means desperately hoping that your job description crosses paths with the right people.
You don’t have to let fate find your candidates. Here are five easy, budget-friendly ways to embrace the recruiter lifestyle and engage with passive talent.
1. Engage on Weekends
It’s no secret that the general population dislikes recruiters. There’s a decent chance that they aren’t even reading your carefully thought-out messages. Why? Because you’re sending them during business hours. Instead of wasting your time sending messages that are never answered, carve out some time Friday-Sunday to send notes to passive candidates and try to engage when they don’t have work on the brain.
2. Design an Interesting Careers Page
Take a look at the careers page on your site. You want to be engaging, easy to use, and most importantly, up to date. If you’ve gotten a passive candidate all the way to your careers page, it would be tragic to turn them off before they hit “apply.”
Take a look at your design. Are your company’s values and mission clear? Do you highlight any perks of working with your team? Does your company culture stand out? Making sure that your careers page ushers a passive candidate through the pipeline might take a time investment now, but it will pay off big in the long-term. Check out Crunchyroll and Carrot Creative for inspiration.
3. Simplify the application process.
Don’t make an applicant submit a resume, add a link to their LinkedIn profile, and fill out an application with their work history. Take a look at the application process (and, if you have the date, where you lose people in the application process) and take care of any redundancies or sticking points.
You want to make it as easy as possible to get passive applicants in the door. One method to try: ask applicants to submit either a resume or a link to their LinkedIn profile. Reach out within 48 hours if you need more information or would like to move them along in the process.
4. Get your department heads involved
Again, people can sometimes have an initial distrust or suspicion towards recruiters. When you’re trying to engage with passive candidates, you might want to get your department heads involved in the hunt for talent. They can leverage their personal networks or reach out to great-fits with personalized invitations to apply. This human touch can go a long way with candidates, and seeing the job titles of those people reaching out directly can really improve your chances of eliciting a response.
5. Network when you aren’t hiring
A passive candidate isn’t necessarily looking for a job. Maybe the best time to start a relationship with them is when you aren’t necessarily looking for an employee. Attend industry and community events, both as official ambassadors of the company and as professionals looking for connections. You’ll be able to meet qualified, local candidates in a much lower pressure environment than a cold-call.