Table of Content
Introduction
The new buzzword in the HR world is here: passive candidates. This time, we are talking about the candidates who the HR wants to hire, but the person is not actively looking for the job.
Otherwise, the best candidate fit for the job might not have yet applied for the job. However, the talent acquisition manager has scouted them somehow. This person might be in their reach, network, or on social media.
At times, these candidates are the perfect match for future job openings. HR talent managers might be looking forward to interviewing, engaging, and following up with, and attracting them to the organisation to capitalise on this person’s growth potential.
If you’re one such HR or talent manager, this blog post is for you. Read more information about such candidates and get to know how to attract, train, and onboard them for the greater good.
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Who are passive candidates?
Passive candidates are someone who is in either of the situations mentioned below:
- Already have another job in another firm and are already satisfied with their current job role and designation
- Are not actively looking for a job
- Are waiting for another job opening in the same or dream company
- Are not reached out yet by the HR or talent manager of the company waiting to hire them
- Might be serving a notice period in a different firm
HR or talent managers often want to lock such candidates because such people can be the best fit for more challenging roles in the future as the organisation has no such talent at present in the workplace.
What are the challenges with passive candidates?
Challenges talent acquisition managers might face while engaging and recruiting passive candidates:
- They might demand higher income.
- They might not have the right skills yet.
- They might have to relocate the working location.
- They might have unexpected demands and expectations from the company for making them switch job roles or companies.
- They might be slow to respond or reply if they’re already hired by someone else.
- They might not be ready to work as a full-time employee as of yet.
What are the perks of hiring passive candidates?
- Better quality of talent
The passive candidates are more likely content in their existing jobs. They have developed certain skills and acumen, requiring less direction or guidance.
It makes them the best for challenging roles, especially if they’ve been in the industry for more than the usual benchmarks.
- Requires fewer levels of background checks
Such candidates are known in their social circles. They have gathered testimonials over the period if they are actively involved in a job role or have done freelance or part-time gigs previously.
Other than that, these candidates have a strong social media presence and brand value, requiring fewer checks for background verification.
- Lower turnover rates
Such candidates are the epitome of sustainability, stability, and loyalty. These candidates stick around for longer periods of time if they like the product/service, culture, workplace norms, perks/incentives, etc.
Thus, they are always on their terms to get hired in the first place. So, the HR manager or talent manager will always be sure to hire them for the long haul.
- Improve operational efficiency
Passive candidates excel in their craft or are serious about taking their career ahead in a dedicated field for some time. That means they will have laser-sharp focus, requiring less mentoring, supervision, or surveillance.
That also means they will commit less mistakes and be an optimising potential in the firm. It will help the overall organisation to optimise the cost-to-company and put them in challenging but fruitful positions.
- Improved employer branding
Employers who hire and work with seasoned experts like passive candidates have a unique employer branding. They tend to attract quality candidates over a period.
Even the passive candidates, once hired, can help recommend the organisation to their social circle of professionals, eager learners, or excellent executioners.
- More diversity in the talent pipeline
Passive candidates can be literally anywhere and nowhere. They can be of any age, orientation, gender, religion, or nationality.
When organisations hire these people, it gives out a message to the entire job market. It shows that the firm is focusing on hiring quality people and candidates, irrespective of their demographics.
It also puts out a message that the organisation is aiming to strengthen its DEI initiatives to hire even single parents, erstwhile candidates, retirees, ex-hires, ex-employees, ex-candidate, coaches, consultants, etc.
The diversity of passive candidates helps to expand the current reach of the talent pool for the organisation. Then, they can create an effective talent pipeline, in the long run, to take over the market presence with exponential growth together.
Where to source passive candidates from?
- Employee referral programs
Run employee referral programs in your organisation to constantly hunt for the best talent out there, be it a passive candidate or not.
The existing employees will be the first point of contact in marketing and branding your firm as the best choice in front of a passive candidate.
- Social media platforms
Post micro-projects and freelance gigs on social media platforms. The most interested passive candidates often will look out for such opportunities for a short term to explore the culture and interpersonal skills of the managers in the organisation.
- Micro-communities and groups
Find a project, purpose, or an idea-based community online. Participate in those micro-communities. Engage with people and find out who is the best talent in between those. Post a micro or lengthy project/contract.
Check who signs up for such projects as a one-time paid gig. Nurture the bond with the talent and see their progress in the live reports on your HRMS.
Then decide after multiple projects if the concerned person is ready to take a full-time role in the organisation or not.
How to onboard passive candidates effectively?
It’s not easy to approach passive candidates. Most of them are not ready to switch. Some of them are not even sure if they really want to work on a project or get involved full-time.
So, organisations can implement the steps below to onboard passive candidates carefully.
- Allow them a flexible and self-serving portal to complete their KYC.
Let passive candidates take their time to upload their documents on the ESS portal. Make sure that the portal is intuitive and self-explanatory. The less time such candidates spend on following-up with you for every minute, the better.
- Engage with them on emails with frequent reminders or education materials.
Until and unless they are officially onboarded and are ready to start their first day in the organisation, have a strong strategy in mind. Engage with them on emails regularly. Let them know the latest updates of their team members and organisation as a unit.
Start making them feel part of the organisation once they have accepted the joining or offer letter. Let them know that their team awaits them. This fastens the speed of completing the communication during the onboarding and preboarding stages.
Also, this approach excites the passive candidates to familiarise themselves with the culture and the people.
uKnowva HRMS helps you send automated reminders, follow-up emails, and educational material through your ATS to such candidates. You can schedule the emails once and be seated until they respond.
- Set KRA and KPIs for the passive candidates with careful consideration.
Passive candidates are mostly mature and have a strong sense of self-worth. They will not join the firm until they are fully convinced of their job role and profile.
So, ensure to communicate their KRA and KPIs strongly and clearly before the onboarding completes. Then they will have plenty of time to strategise the approaches to outsmart and outperform at their pace.
- Introduce them to the team on the intranet.
Make a smart gesture to introduce them to their team and the entire organisation on the intranet. Leverage this tool and ensure that everyone gets to congratulate the new person on the team.
This gesture and approach help the passive candidate to feel welcomed, comfortable, and seen within seconds of their first log in or interaction with everyone.
- Offer them seamless leave and attendance management.
The first day of the onboarding process must be smooth and easy-to-understand for the passive candidate. That includes enabling and empowering them to record their attendance, check their leaves and holidays, and manage approvals within a single system.
They must also be able to track their team’s attendance, if you’re hiring them at a senior position.
With such features and smoother integration of all these modules with one another, the passive candidate would not require the HR manager to assist them in operating the portal to take charge of their workday from the first hour.
Conclusion
The blog copy above studies in greater detail the passive candidates, their perks and important challenges, and strategies to onboard them with precision.
Trust and do uKnowva HRMS to onboard such talent regularly without having to depend on old, traditional, or manual processes.
FAQs on Passive Candidates
What challenges might I encounter when recruiting passive candidates?
Challenges in recruiting passive candidates may include difficulty in identifying them, convincing them to consider a change, and navigating longer recruitment processes due to their lack of urgency.
How do I retain passive candidates once they join my organisation?
Retaining passive candidates requires creating a positive work environment, offering opportunities for continued growth and development, and ensuring that their skills and contributions are valued and recognised within the organisation.
Are there any legal considerations when recruiting passive candidates?
When recruiting passive candidates, employers must ensure compliance with data protection regulations and avoid engaging in unethical or deceptive practices that could damage their reputation.
What role does networking play in recruiting passive candidates?
Networking is essential for reaching passive candidates, as it allows recruiters to establish relationships with potential candidates and tap into their professional networks for referrals and recommendations.
