Passive candidates are often considered the top choice for employers. Passive candidates are already employed, well-experienced, and working for the competition. Reaching passive candidates and enticing them to leave their current positions can prove challenging
How can we acquire this top talent?
Stop thinking like a recruiter!
How can you NOT think like a recruiter?
But it’s important in hiring those passive candidates. Thinking like a team member instead of a recruiter can help you understand what will resonate with passive candidates.
Your work just starts once you’ve opened up communication with passive candidates. Here are some pieces of advice to help you say the right things.
And more importantly, avoid saying the WRONG things:
Avoid going too far on LinkedIn.
LinkedIn is a powerful tool for recruiters. It puts you within reach of just about any professional across the globe. But if LinkedIn is used incorrectly, you can quickly alienate (or anger) candidates. This can sabotage your current and future recruiting efforts along the way.
These quick tips can help you avoid LinkedIn mistakes:
Use InMail smartly.
Keep messages short and sweet.
Many candidates are reading their messages on smartphones. If you’re using LinkedIn’s recruiting tools, you can send InMail to just about anyone. However don’t badger candidates with every detail about your company or your jobs.
Instead, start off with some positive feedback on the candidate and his or her profile. Quickly explain who you are and why you’re reaching out. Then, include a link to your specific job opening, if appropriate.
Finish by including your contact information and a note explaining if you’ll follow up (and when).
Don’t get too excited on Connection Requests.
Once again, short and sweet is the rule here. In certain industries (like tech), candidates are being inundated with messages from recruiters.
Want to stand out?
Keep your messages short, and quickly explain what’s in it for the candidate. Don’t ever lie about why you’re reaching out or how you may or may not know a candidate. This may sound like common sense, but it can get cutthroat out there for talent.
Don’t ever be tempted to damage your reputation by lying.
Don’t send Group messages.
Sure, you may be able to send group messages through LinkedIn, but that doesn’t mean you should.
It takes longer to send individual messages to candidates, but group messages are normally ignored by quality passive candidates. They’re already employed (and possibly quite happily so).
If you can’t take a few minutes to craft a unique message to each person, passive candidates won’t feel as if you truly value them.
Remember: Think like a passive candidate.
What would make you feel valued by an employer?
Create a connection.
Look at candidate profiles before sending InMail or a request to connect.
Don’t cut and paste the same generic message to all the passive candidates you’re trying to reach. Pay close attention to schools and previous employers to see if you share an alma mater or colleague.
Look at any portfolio work, project examples or LinkedIn Pulse posts, then comment on them in your message. Remember, you’re trying to “woo” passive candidates from their current positions.
Flattery doesn’t hurt! Taking a genuine interest in someone by relating to items in their profile instantly helps you stand out from the pack.
Reach out on Weekends.
It may seem counterintuitive, but candidates get tired of hearing from recruiters all week.
Following the recommendations above (whether you’re using LinkedIn, email or another communication method) in communications on the weekend can help you stand out and open the door to more communication.
Part 2 continues…
When the tough get stalled, there’s Staff Depot…
Passive or not, top talent acquisition is a goal for every organization. Staff Depot has an extensive network of top talent in a range of industries and disciplines across Ontario. We’ll help you find the best talent to impact your bottom line. Contact Staff Depot office to learn more.