To make the talent search and interviewing process a lot less overwhelming, HR leaders and hiring managers should never downplay the idea of reaching out to individuals who seem perfectly content at their current jobs.
Attracting the top candidates, who exceed the job requirements, is much easier to achieve through passive recruitment techniques, because it's less likely that they are actively looking, so it means there is less competition for the company to deal with if they want to make an offer.
For HR leaders interested in updating their talent acquisition methods, here are 11 practical and cost-effective ideas to intrigue and recruit passive candidates all year round, courtesy of a panel of experts from Forbes Human Resources Council.
Forbes Human Resources Council members share their insights.
Photo courtesy of individual members.1. Create Evergreen Social Media Posts
Placing evergreen social media posts on the LinkedIn platform can be very effective. LinkedIn is a popular platform for searching for jobs. In our company's case, an attractive and evergreen social media post with a live career link attracts LinkedIn followers to our LinkedIn homepage, jobseekers to our career page and partnering agencies to our HR department. - Nichelle Cole, Topa Insurance
2. Conduct Stay Interviews
Ensuring you have the best employee experience is key to recruiting so you can actually walk that employer branding talk! My best-kept secret is to conduct stay interviews. Don't wait for somebody to resign to ask them what you could have done differently. During their time with the company, ask them what—as a company and as a leader, you should start, stop and continue doing. Then you act and follow up. - Sophia Nardelli, Bath Fitter
3. Hire A Candidate Sourcing Firm
To find quality passive candidates at the professional level and above, most companies rely on using retained or contingency search firms. A more efficient and effective alternative is to use a candidate sourcing company. Candidate sourcing companies can provide interested and qualified candidates at a fraction of the cost of a traditional search firm. - David Windley, IQTalent
4. Host A Special Event
Consider a learning and development-focused event where passive candidates can benchmark their skills and get feedback on a work product they might not usually get. These events can be fun, promote a supportive employment brand and be easily shareable on social media or through employee referrals. - Neil Morelli, Codility
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
5. Promote The Company Culture, Mission And Impact
The most practical approach to passive recruiting is prioritizing external communications, such as sharing glimpses of your company culture and mission on social media, as well as the impact your company is having on its customers, industry recognition and workplace benefits, to build your reputation among passive candidates. - Neha Mirchandani, BrightPlan
6. Offer An Internship Program
Establishing an internship program with local universities can be helpful. By creating and keeping a connection with university staff and providing quality internship opportunities to their students, employers create two passive recruiting opportunities with the university, alumni and with interns as they enter the workforce. - Amie Courtney, Cranberry Township
7. Plan An Open House
Host an open house evening at the headquarters where candidates can meet employees, hiring managers and the recruitment team while having casual conversations in the office environment. The goal is to create a relaxed environment and engage in productive conversation to identify critical competencies like curiosity, motivation, intellect or other characteristics that might be able to contribute to the company's team. - Caroline Faulds, Canada Pooch
8. Recruit Employee Ambassadors
Build employee ambassadors and a strong employer brand. Companies that have a strong web and social media presence, good branding and positive reviews are more likely to attract the attention of a passive candidate. If a potential hire can see genuine engagement from existing employees, they will find your organization and opportunity more attractive. - Sarika Lamont, EverCommerce
9. Consider Candidates Under An External Succession Plan
Tier one companies adopt two succession planning lists. One is internally facing, which emphasizes the three components of potential, performance and readiness. The second is externally facing, which targets candidates that would be considered if a critical role opened for a non-employee. The best approach is to passively connect with individuals listed on the external succession plan. - David Swanagon, PPG Industries
10. Reach Out To Alumni
Keep track of your alumni. Connect with them through social media with updates on the company, and invite them to company events. They know what it takes to succeed at your company and those who show engagement are typically keen to do a "take two" or refer someone. It can be a huge draw for the right people, and their comeback signals your open culture. It's a win-win overall! - Sonali Damle, Innovaccer Inc
11. Ask For Referrals
Start with referrals. Nothing is better than bringing in people who your own people are willing to vouch and take accountability for. What's even better is to reward your existing staff who refer folks. It always works - Ruchi Kulhari, Coforge Limited
