Five Ways to Approach Passive Candidates

professional on phone

With unemployment rates falling to their lowest since 2008, the chances are much higher that your ideal candidate is already in a role elsewhere. As a result, recruiters are turning to passive candidate searches to bolster the chances of filling a role. So what are the best ways to approach passive candidates?

No Hard Sell

Make sure that, before introducing the vacancy to the candidate, you have a chat and get to know them better. This way they will be assured that you’re not just trying to flog the role and find any old soul to fill it. Having a conversation about what there are doing currently, what sort of roles interest them and what skills they possess is the way you should begin the conversation.

Explain Yourself

It’s often best to outline why you have called this person in particular. If you noticed they have relevant experience on their CV, outline that this is the reason you are calling. This will again assure the candidate that the role you are hoping to fill is relevant and worth their consideration. The candidate is more likely to consider the role if you make it clear to them that they are suitable for it.

Build Relationships

If the candidate isn’t interested in the suggested role or you find them unsuitable after a more detailed chat, make sure you keep in touch and establish a relationship with them. They could be ideal for a future role, and the more CVs you have on file the better. Connect with each other on LinkedIn to make it easier to get in touch next time.

Don’t Force It

Some people do leave their CVs online but have no real desire to move roles yet. It is frustrating when you find the ideal candidate but they have no interested in going for the role, but unless you find someone passionate who really wants it, there’s no point pursuing things further. Spend your time trying to find candidates that are interested, keen and enthusiastic.

Be Transparent

While it’s important to get to know the candidate, it’s equally important to be transparent with them. Outline initially that you are recruiting for a certain role. If they really aren’t interested in talking to you, you’ve saved yourself some time. People always appreciate openness and honesty, especially in the recruitment world.

So approaching passive candidates doesn’t have to be drastically different to approaching active candidates. In each scenario, they are either going to want the job or not. So there’s nothing to lose by trying all avenues.