April 18, 2022
February 18, 2025
Kelly Stone
Passive candidates make up 70% of the global workforce, while semi-active and active candidates make up 30%. Companies cannot survive by recruiting from only 30% of the available talent pool. To scale and succeed through the talent wars, companies must attract both active and passive candidates to fill every open position.
Passive candidates are not actively seeking employment and might be very comfortable in their current jobs. However, presented with the right opportunity, a passive candidate might accept an offer.
Passive candidate sourcing methodology includes the practice of proactively employing recruitment strategies to attract passive candidates. The task of attracting happy or complacent talent challenges recruitment teams to find smarter and more creative ways to convince passive candidates to consider leaving their positions for new jobs.
Every organization has different requirements that must be considered. Regardless, finding and hiring passive candidates is a long and complex process that should be implemented with a unique recruitment marketing strategy, strong employer branding, and the right recruitment software.
The answer is NO! You have to level up to hire passive candidates. Sourcing passive candidates is not enough, you have to consistently engage with those candidates and nurture them to build long-lasting relationships. Candidate engagement is one of the crucial things to adopt in modern recruitment strategies. Candidates decide whether they want to accept a job offer based on the hiring organization’s employer value proposition, social media accounts, and reviews about the company’s culture on third-party sites and career sites. Candidates also value information about the hiring organization’s DEI (diversity, equity, and inclusion) track record when considering career jumps. So, to nurture these candidates, companies should consider adopting candidate engagement methodologies to create an amazing candidate experience that strengthens an employer’s brand.
A variety of applicant tracking tools provide passive candidate sourcing solutions, which can automate redundant and repetitive tasks for recruiters. They can manage their complete database of candidates; publish job requirements on job boards and social sites with a single click; and start conversations with candidates with timely and engaging emails, newsletters, text messages, and even chatbot conversations. Sourcing passive candidates is not just about finding more candidates but also about keeping them engaged. An advanced ATS can tailor the application process for candidate convenience to attract more top talent.
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