6 Ways to Get Passive Candidates Asking You for a Job
Many employers are facing talent shortages today, due in part to historically low unemployment rates. But while there may not be many active job seekers on the market, passive job seekers can help solve a company’s labor problems.
Passive job seekers — those employees working for your competitors who would be open to a new role but aren’t actively looking — do exist. They talk to friends and family about other companies, follow dream employers on social media, and wait until they are 100 percent confident the move is right before applying.
Passive candidates are looking for companies that align with their goals and who they are as people and professionals. They want something new — but not so badly they are willing to risk their current comfortable position to find it.
With an estimated 51 percent of employed workers open to switching jobs, the opportunity is there for your company. To find these candidates, however, you’ll have to go beyond job postings. Here are six ways to reach the ideal candidate — even if they aren’t actively looking for a new role:
1. Add a ‘Careers’ Page to Your Website
Your “Careers” page should employ an inviting design and great search engine optimization to catch candidates’ eyes and lure them in. This page should be designed to take potential candidates from discovery to conversion in one visit. Toward that end, you need to include more than just job listings on the page. Employee testimonials, interesting videos, and photos of company events are a few engaging content options that can get candidates excited about working for you.
2. Use Social Media to Advertise Your Workplace
Holding a team lunch, the annual picnic, or some other celebration? Promote it on social media. Make Facebook, Twitter, LinkedIn, and Snapchat work to attract candidates. Encourage employees to post pictures and share their experiences on their own personal social media profiles, too.
3. Always Be Hiring
If you only post job listings when you have active openings, you’re missing out on a golden opportunity. You always want to be ready to capture passive candidates, even if you don’t have a specific role open at the moment. Get them into your talent pipeline by encouraging website visitors and social media followers to send in their resumes if they’re interested in working for you.
4. Share Employee Video Testimonials
Nothing says, “Come work here!” like enthusiastic employees talking about how great the company is. Don’t wait for testimonial opportunities — find them. If an employee posts something positive about a team-building event, take a screenshot and share it. Make it easy for interested candidates to apply for open positions right from from your company’s “Testimonials” page.
5. Implement an Employee Referral Program
Employee referral programs (ERPs) are a terrific way to find talent. Good people know good people! Your current employees already know your organization’s culture and mission, so they’ll have an easy time judging which of their contacts would be a fit.
To incentivize ERP participation, be sure to give employees some kind of reward for submitting referrals. Cash, paid time off, and other valuable bonuses are all good options. Don’t worry too much about blowing your budget — your ERP will probably be cheaper than advertising on a major job board.
You may also want to open your ERP up to people beyond your employees. Good targets include:
– Board members
– Clients
– Interns
– Consultants
– Employee family members
– Candidates who decline offers
– Former employees who left in good standing
– Suppliers
6. Vehicle Wraps
Most company vehicles sport logos, decals, or full-vehicle wraps already. Why not leverage this space to promote your hiring efforts as well?
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Capturing the attention of passive candidates takes time, commitment, and a smart strategy. Use these six tips to start bringing these hard-to-fine candidates to your door.
Ryan Englin is the founder and CEO of Core Matters.