5 Reasons Why You Need to Focus on Passive Recruiting

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Recruiting for open positions is becoming increasingly challenging, particularly for expanding firms. 2022 has shown that job seekers hold the advantage, with the ability to carefully select their next opportunity. This trend will likely persist, making it difficult for small companies to attract top talent.

Studies emphasize the severe shortage of skilled workers in technology, with 69% of US employers reporting difficulty in finding qualified employees, according to a ManpowerGroup survey.

Why are Passive Candidates so Valuable?

Passive candidates are employed individuals who are not actively seeking new job opportunities but may be open to change. This contrasts with active candidates who actively apply for jobs they need immediately. Passive sourcing, also called passive recruitment, aims to keep passive candidates engaged until a job opening arises. 82% of passive job seekers are willing to consider a career change if a suitable opportunity presents itself. This highlights the importance of including passive candidates in your talent pipeline and making it a crucial part of your talent acquisition strategy. Passive candidates expand your talent pool beyond just active job applicants, making passive sourcing a necessary tool for every recruiter.

Here are 5 reasons why you should focus on passive recruiting:

  1. Larger Talent Pool: By focusing on passive candidates, you have access to a larger pool of qualified and experienced candidates who may not be actively seeking employment. This allows you to tap into the hidden talent and potentially find the perfect fit for your organization.
  2. Higher Quality Candidates: Passive candidates are often employed and happy in their current roles but open to new opportunities. These candidates tend to be of higher quality as they have been successful in their current roles and may bring valuable skills and experience to your organization.
  3. Lower Cost and Time: Passive recruiting is less time-consuming and less expensive compared to traditional active recruiting methods such as job postings and agencies. By nurturing relationships with passive candidates and being proactive in your outreach, you can build a pipeline of qualified candidates without incurring significant costs or time.
  4. Better Retention: Passive candidates are more likely to stay with your organization longer, as they are not just seeking a job but a career opportunity. This can result in lower turnover and a more stable workforce for your company.
  5. Positive Employer Brand: Building relationships with passive candidates can also help to establish your organization as a desirable employer, even if the candidates are not immediately ready to apply for a job. This can help to attract top talent in the future and strengthen your employer’s brand.

In conclusion, passive recruiting is a valuable strategy for organizations looking to attract and retain top talent. By focusing on passive candidates, you can access a larger pool of qualified candidates, reduce costs, and improve employee retention.