The Hidden Talent Pool: Why You Should Reach Out to Passive Candidates
If your recruitment strategy relies solely on job boards, you might be casting a net in a pond that holds only 30% of the potential talent available. The strongest candidates, known as “passive candidates”, are typically employed, thriving in their current positions, and not actively searching job postings.
According to LinkedIn, passive talent comprises approximately 70% of the global workforce. Neglecting this large segment means competing for a mere 30% of active job seekers, making it essential for HR leaders and hiring managers to transition from reactive to proactive recruitment methods.
Understanding the Motivation of Passive Candidates
Passive candidates are not sending out résumés actively; hence, grasping what drives them is crucial for your recruiting strategy.
- Active Candidates: Currently job searching, these individuals respond well to traditional recruiting methods, engaging with job boards and applying for roles quickly.
- Passive Candidates: Employed and not in job-search mode, they are focused on their current roles and require compelling reasons to consider moving.
Recognizing the difference between these groups is essential. Active candidates are easy to reach, but passive candidates often have unique skills that can be more valuable, requiring tailored strategies for engagement.
To attract top talent, traditional methods fall short. Passive candidates may ignore lengthy applications, preferring to focus on growth and career opportunities.
Locating Passive Candidates Beyond Job Boards
Knowing where to find high-performing professionals is key. While LinkedIn remains an essential platform, strategic search techniques are necessary to identify the right candidates.
1. Master Boolean Search Strings: Use varied role and skill combinations, like (“Supply Chain Manager” OR “Logistics Director”) AND (“SAP” OR “Oracle”), to narrow down your search effectively.
2. Focus on Experience: Analyze the experience section of profiles, looking for quantifiable achievements. For instance, “Reduced freight spend by 15% ($1.2M)” tells you they deliver results.
3. Use Company Names as Indicators: Candidates with experience in reputable companies (e.g., Toyota, Amazon) often carry quality training and methodologies, indicating their capabilities.
4. Track Career Progression: Assess career velocity over mere years in the workforce. A series of promotions shows their capability to solve complex problems and gain trust in leadership roles.
Crafting Outreach Messages That Generate Responses
Once you identify potential candidates, your approach to outreach is critical for success. The goal is to initiate a conversation, not immediately secure an application.
Generic messages like “I have a job for you, please apply here” will fall flat. Instead, tailor your approach to each individual to foster a genuine connection.
Key Components of Effective Outreach:
- Reference a specific project, certification, or mutual connection to establish relevance.
- Clearly explain why you are reaching out to them specifically.
- Lower the entry barrier by requesting a chat rather than an interview.
Example:
“I noticed you led the SAP implementation at [Company X]. We’re looking to initiate a similar project, and your experience seems vital for our needs. Although you might not be looking, would you be open to a brief chat?”
Positioning the Role to Attract Talent
Compensation is not the only factor driving passive candidates. They are often motivated by impact, challenge, and company culture. When evaluating opportunities, consider how each role can enhance their career.
Supply chain recruiters often emphasize the problem that the candidate will solve over merely listing job responsibilities. Articulate how the opportunity addresses gaps in their current role.
Building a Long-Term Talent Pipeline
Reaching out to passive candidates is more about relationship-building than transactional interactions. A “no” today may translate to a “yes” tomorrow.
Keep in touch with 10–15 potential candidates quarterly, regardless of immediate openings. Share industry insights, congratulate them on milestones, or just check in to remain on their radar.
Competing for Hidden Talent
Engaging passive candidates takes time and a well-thought-out approach. By moving beyond traditional application methods, companies can effectively identify and build relationships with skilled professionals.
While not every passive candidate will be interested, a personalized and respectful approach can open doors to access the vast talent pool often overlooked. Investing efforts into these relationships can yield substantial benefits to your organization.
About the Author
Friddy Hoegener is the Co-Founder and Head of Recruiting at SCOPE Recruiting. With a background in supply chain, he specializes in connecting organizations with top-tier talent to address critical operational challenges.
