4 effective techniques to source passive talent

Passive talent

Passive talent is experienced, already employed, and is not actively looking for a job change. Therefore, it’s hard to get hold of them. Your regular hiring strategy may not work in attracting and engaging them. However, there are certain strategies you can implement in getting passive talent interested in you.

Let us look at 4 effective ways to source passive talent.

1. Use the Power of Social Media Platforms

Social media platforms are the first place that recruiters turn to while sourcing passive candidates. By utilizing social media for millennials in the right manner, you can bring excellent candidates onboard.

LinkedIn is a popular recruiting platform, but it is getting quite crowded. So, consider taking the conversation to other social media platforms. Try the following platforms:

  • Facebook: Use Facebook’s targeted search capabilities to find quality passive hires. You can either post on some of the relevant Facebook groups or send a direct message to a potential candidate.
  • Twitter: You can find your next best hire using just 280 characters. Search for candidates who use industry-related keywords and relevant hashtags and reach out to them.
  • Instagram: This isn’t a common medium, but Instagram makes for a great recruiting platform. You can create sponsored ads that reach and attract the right candidates. Consider making engaging Instagram stories that highlight your company culture.

Identify which platform is working the best for you and focus your recruiting strategy around it.


2. Bring in Automation Tools and Recruitment Technology

Times have changed, and today’s companies use automation tools and technologies to hire candidates. These technologies can be used for passive sourcing of candidates. Applicant tracking system (ATS) and artificial intelligence (AI) are two such tools. Their algorithms can locate passive candidates much faster than humans.

AI can even predict which passive candidate would be more likely to take up your offer. Leverage the applicant tracking system to shortlist the passive candidates who respond to you. However, keep in mind that technology will not make manual sourcing obsolete. Manual sourcing, along with technology, will deliver better results than what you would achieve with manual sourcing alone.


3. Design a Referral Program

Tap into your employees’ network to find passive candidates. Since your current employees would be familiar with the work culture and your requirements, they would be able to refer someone from their network.

The chances are that most of your employees already know what you are looking for and would refer the right candidate. Result? You will get a rich pool of high-quality passive candidates that you can choose from.


4. Don’t Forget About the Job Boards

It is a common practice to post a vacancy on job boards and wait for applications to pour in. But, when was the last time you scoured through job board sites to find a candidate without posting a listing?

You would be surprised to know that you can find great talent by exploring job boards and candidate database services. Numerous job seekers upload their resumes in search of a job and these resumes remain in the database even after they accept a job.

Use this database to search for potential candidates based on various criteria like experience, education, and skills. Even if the resume is old, don’t discount the candidate. Map their career and look at their growth. If you think they may have grown into a good fit for the vacancy in your company, reach out to them.

Passive talent represents a large pool of qualified yet untapped workers. In order to reach out to them, adjust your hiring strategy to address their pain points, and sell them an opportunity to work with you.

Author Bio: Kelly Barcelos is a content marketing manager for Jobsoid and specializes in HR. When Kelly is not building marketing campaigns, she is busy creating content to help people hire better. As a working mom of three, she knows the importance of time management and counts on her multitasking ability to get her through her to-do lists.

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