Steps to Improve Passive Candidate Sourcing

Steps to Improve Passive Candidate Sourcing

Posted 4 months ago

It is logical to assume that majority of the best candidates already have jobs. So, is it worthwhile emphasizing passive candidate hiring as part of enhancing your recruitment strategy? How many candidates would be willing to leave their current jobs for new roles? You'd be surprised to know the answer. Research suggests that 85% of employed people worldwide are open to switching jobs. So if you're a recruiter or hiring manager, with a few tweaks to your approach, you can improve the odds of hiring passive candidates at your organization.

Finding Candidates

Social media today is a popular source to find suitable candidates for recruitment. Twitter and Facebook are largely used due to access to their millions of users. Using relevant hashtags could be helpful in narrowing your search to find potential candidates and also to filter through the vast pool of users. While LinkedIn, still being the go-to professional recruiting site has its advantages, it must be noted that you're most likely in competition with scores of fellow recruiters on LinkedIn.

Less traditional social sites like Quora, Reddit and Medium could be helpful as this gives you further insight into whether a candidate will be a good fit because you can see what they're actively researching/pursuing and topics that interest them based on their discussions on these forums. Collecting social media data about a candidate can help you make a personalized introduction when the time comes to hire. Also you're less likely to face stiff competition from recruiters when you're looking for candidates from off beat sites.

Another section of the web worth exploring that could potentially lead to an excellent hire would be portfolio websites. Why? Because candidates tend to upload actual work done or work in progress and this in turn helps recruiters make a better informed decision. Some popular sites are Behance, Adobe Portfolio, Wix, Github, Stack Overflow depending on whether you're looking for graphic designers, full stack developers, data scientists and so on. Additionally sites like HackerRank and TopCoder give you the option of organizing coding challenges which can then enable you to choose suitable candidates based on their scores.

Personalized Communication

Once you find a list of candidates that you think make for good hires, the next step should be to use this data to send out a personalized introduction to the candidate preferably directly via email or phone. If you're lucky enough to get a positive response, you must remember that passive candidates already have a job and chances are they are quite satisfied with it. So how enticing can the job proposition be to make them consider a move?

Passive candidates look for intrinsic career growth. They are interested in how the role will impact their team or department in addition to their long term career growth. Which also means dealing with less exaggerated resumes. Therefore keeping the above in mind, draft a pitch that references previous work done by the candidate demonstrating fit for the job being offered whilst also mentioning how you think they can add additional value to the organization. Here it is important to be prepared for any tech or core skill related questions that the candidate might ask you. Also, passive candidates are particular about the culture of the organization and whether it aligns with their own personalities. This means that strong employer branding is extremely crucial to improve your chances of hiring. Studies show that 66% of employees were aware of the company they joined before applying.

Investing in Technology

It is physically impossible for recruiters to manually look for passive candidates, collect their social media data and organize them in an easy to consume format that can aid in their decision making. Which is why the world of recruitment too is embracing new technology particularly AI-enabled tools that help you collect all of a candidate's digital footprint and prepare a curated database which recruiters can then refer to when a position is open.

If sourcing the right candidates is costing you valuable time, you can reach out to us and we'd be more than happy to help you find a solution that works best for your needs.

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