Passive candidates, unlike active candidates, are typically less responsive because they are not actively looking for a job or career change.
For recruiters, this means that top ‘passive’ talent is even harder to reach, which is especially challenging with unemployment at its lowest rate in years. Passive candidates are not always looking to make a change. But sometimes they are open to new (and better) opportunities that align with their skills and offer greater compensation or attractive benefits.
How can recruiters improve outreach to the most talented people?
These three key methods cut through the noise that passive candidates receive from recruiters:
Combine Call Recordings + Phone Calls
Imagine getting a call from a recruiter that you spoke to three months ago before taking a new job in the city. Their first question is, “How is that new job downtown that we chatted about in November? Just checking in with you.” And suddenly, you realize: this recruiter cares.
This recruiter listened to a call recording from three months ago before jumping on the phone. Even the best recruiters can’t remember everything. However, diving into the conversational data available is a strategy that any recruiter can employ to give candidates a personalized experience. Listening to call recordings before each call is a highly effective addition to existing workflows. Using call recordings to pinpoint past conversation topics can improve the overall candidate experience. It can be difficult to remember everything covered on every call and sometimes candidate notes lack necessary details. With call recordings, every conversation can add value to the next with a simple playback.
Even if they are not ready to make a career change, passive candidates will appreciate that you checked in with them and remember the details of previous conversations.
Send Text Messages During Business Hours
Unlike active candidates, who are constantly prepared for a recruiter’s call, passive candidates are usually in the office working at their current job. Most people cannot take a call from a recruiter during work hours. However, many people check their personal phone frequently throughout the workday.
Expert recruiters are beating the competition to top talent by adopting texting because most people can answer a text at work. Texting increases the chances of getting a response from a passive candidate, making it easier to answer a question or schedule a call.
Use Voicemail Drops to Send Crucial Information
Have a list of candidates qualified for a new, exciting position at a top company? It might be difficult to reach all of them for phone screens in a timely manner. Create a voicemail message to leave when calling candidates that is catered their qualifications.
Use voicemail drops to inform candidates about the new role and allow them to call you back on their own time. By using a pre-recorded voicemail, you can ensure consistency with a quality message is going to every single candidate.
Passive candidates are not likely expecting a voicemail from a recruiter, so it is important that the message is top quality and consistent for them to increase callbacks.