In the search to find the perfect fit for an open job order, the most
experienced recruiters understand that “good help” is really hard to find even
in the midst of a recession. Oftentimes many, but not all, of the best
candidates are passive, currently working in a job that doesn’t necessary
fulfill all of their needs. But
how does a recruiter identify and convince a passive candidate that they should
leave their current job and seek professional advancement elsewhere? The starting point is getting into the
psychology of the job candidate.
To do that, there are a few things that recruiters should know about
passive candidates:
1. Passive
candidates are oftentimes long-term employees are may not be totally satisfied
with their current jobs; but are nevertheless reluctant to leave.
2. Passive
candidates may “look” for a job but that often means they are just taking a
quick glance at job ads and rarely sending out a resume. Boring ads that sound nondescript won’t
catch the attention of passive candidates. It is the job ad which promises something more than what
they currently have, that prompts them to send out a resume.
3. Passive
candidates are less likely to respond to “mass” mailings or cold-calls which
aren’t personalized. Recruiters
who want to connect to quality passive candidates must take the time to find
out what would make that particular candidate want to leave their current job.
4. Passive
candidates are more likely to seriously consider a job that was recommended by
someone they know and trust. This
is why it’s important that recruiters develop a strong referral network.