Finding the adequate candidate for the job position remains an important task for every recruiter. Active and passive recruiting strategies can help you target top talent that can drive your business forward.
Passive recruiting is considered as a wise approach in getting the best people for the role that will stick with your company for the long run. When it comes to revisiting passive candidate sourcing, there can be many advantages for the hiring process.
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An employer of record strategy (EOR)
What is passive recruitment?
Passive recruitment is a strategy that seeks out candidates who aren’t actively looking for a new job position at a different company. Based on a research from Talent Now, 73% of employed developers are interested in new job opportunities, even if they are not currently searching for them.
However, these are more difficult candidates to identify, because they don’t show any initiative that they want to change jobs or move on with their careers. If the recruiter manages to target and score big in this process, it can have a major impact on your company. These candidates tend to have the right experience, knowledge and less pressure to get hired.
The benefits of passive recruiting
- Candidate has the right skills and experience
- They are ambitious and interested in professional growth
- Less time pressure for decision making
- Honesty and loyalty
Passive candidates are most convenient for highly skilled and integral company positions where a bad hiring decision can leave dreadful consequences, and also important executive roles.
Passive candidate sourcing methods
Passive talent sourcing may differentiate from traditional sourcing, as it’s a more active way of searching for new talent. Luckily, there are some strategies that can significantly simplify the hunt:
- Word of mouth and networking
- Research
- Revisit previous candidate database and contacts
- Good branding and online presence
- Writing a LinkedIn message
In order to find the right passive candidate, you will have to look in the right places. Sometimes, your current employee may be the best source as they already know what may be the best fit for the company culture. Furthermore, there’s already a built relationship upon trust with your employee, so now there’s a person who can form a link between the candidate and employer for the recruiting process.
Revisiting passive strategies
Not having to look for new candidates can cruically reduce your recruiting process. If the recruiter goes back to their database, there may be a candidate that was not the right match to secure a role in your team a while ago, but now they may be a good asset for your company. They have already shown interest in being part of your company, therefore they are already familiar with the organization.
However, it is an important matter to use the right approach when reaching back to these people, as they have previously been rejected. Rejections can be unpleasent, so this time the HR manager needs to put some special effort in the email template to get a positive response from that candidate.
An employer of record strategy (EOR)
An employer of record is an organization that serves as a third party for the employer regarding tax purposes while the employee performs work at a different company. The employer of record takes on the responsibility of traditional employment tasks and duties.
Considering that there are many benefits of an employer of record strategy, recruiters and other businesses can free themselves up from time and responsibilities. Not having to deal with regular HR matters and payroll can save plenty of hours.
Final Words
In today’s fast-paced industry, sourcing passive candidates is an essential necessity for attracting the best talent for your company. To successfully recruit passive candidates it takes work and commitment. Therefore, by utilizing the right methods and resources, you will be able to find the most qualified person for the job.
