Due to recent economic uncertainty, the job market has been undergoing a major reset. While labor market signals remain mixed, employees have a strong say in demanding better work-life balance, more flexibility, and competitive benefits from their employers.
Still, the macroeconomic conditions may convince workers to become more cautious, opting for the stability and security of their current positions. This poses a big problem for recruiters, as passive candidates are less likely to consider new opportunities.
But, fear not. Today we teach you how to source passive candidates:
1. Do your research.
Before you contact candidates, learn as much about them as possible. Specifically, consider their main motivators, pain points, and industry trends. Your persona profiles should capture most of this information. But remember, you need to customize your messaging if you hope to get a response.
For the best results with candidate sourcing efforts, utilize different networks and forums for outreach, as well. For example, web developers may frequent GitHub or Stack Overflow, while other passive candidates prefer Twitter or Instagram.
2. Stress growth opportunities.
It might be tempting to talk about job responsibilities right away, but that conversation won’t grab your candidate’s interest.
Your best bet is to address the unique growth opportunities the new position offers that their current position doesn’t. In other words, explain how this new job can fit into their big picture, and position them for future development.
3. Focus on their quality of life.
A better salary might seem like a compelling reason to switch positions, but many professionals actually opt to join a company that improves their quality of life. A study conducted by Accenture even found that over half of respondents turned down a position that threatened to upset their work/life balance.
Can you provide a great work/life balance, or help them meet their professional goals? Passive candidates will respond more warmly to a new position that offers support and flexibility, instead of another dead-end job with a marginally higher salary.
4. Ask the right questions.
Passive candidates require a different approach than active candidates. If someone hasn’t considered changing jobs until now, the following questions can help:
- What was the most fulfilling job you’ve ever had, and how does your current job measure up?
- What do you like most about your current position, and what do you like least?
- Is your current position as satisfying as when you first started?
- Is this your dream job?
With this strategy, you can shake people out of the humdrum of their daily routines, and get them to see their current position’s shortcomings.
5. Make them sell to you.
One of the best sales techniques is to have prospects sell to you. After you’ve been talking to them for a while, express concern that they don’t quite meet one of the job requirements. Many candidates will then explain why they are a good fit regardless of this detail, and turn into an active candidate.
People inherently like challenges, so this tactic increases the chance that they’ll accept an offer.
Ready to step up your career? Read our B2B sales job guide.
How to source passive candidates with ZoomInfo
Looking for a faster way to source passive candidates? ZoomInfo lets you search through detailed profiles, with access to direct-dial phone numbers, email addresses and more.
For more information about our recruiting platform, contact ZoomInfo today.
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