A passive candidate has the skills and experience to qualify for your position but is not actively looking for a job. Therefore, passive candidates would not have applied for the role but are usually contacted by recruiters instead. The team of recruiters at GCS Malta discusses 5 ways to source passive candidates.

Active vs Passive candidates

Active candidates are highly motivated in their job search. With an updated CV, they surf job boards regularly, keep a sharp eye out on social media for new positions, and actively apply for them. Typically, active candidates are more open to discussing a job opportunity with recruiters since they would like to change jobs.

Passive candidates are more challenging to recruit since they are not actively looking for a new job. Essentially, they behave the opposite—they do not search job boards and only use career-related social media platforms to network. Unfortunately, many passive candidates do not respond to recruiters, making sourcing and recruiting top-talent passive candidates difficult.   

5 Ways recruiters can source passive candidates

Passive sourcing is the act of finding and engaging with potential passive candidates. While sourcing candidates is just the first step in recruiting, going out of your way to finding the best passive candidates will guarantee better results. Here are 5 ways to source passive candidates:

1. By using social media

Social media is a great place to begin your search. With numerous platforms available, try to use the platforms which make the most sense according to your company’s engagement levels. For example, if your company is most active on Instagram, try searching for candidates through Instagram. In addition, make the most of the features available such as hashtags. Looking for a new content writer? Use specific hashtags in your job posting, such as #SEO, #contentwriter, #creative, etc. Besides platforms like Facebook and Instagram, recruiters can also use professional-oriented sites such as LinkedIn to scout top talent candidates.

2. Networking in person

While networking in person can be seen as outdated, meeting candidates in person helps to build rapport and trust. Using websites like Eventbrite and CitySocializer, you can find events happening near you to attend. For example, should you want to hire a human resources professional, you would search for events related to HR. Hosting your own networking events will also allow you to meet new candidates and source out passive candidates.

3. Through employee referrals

Sometimes your best recruiters are your employees—they know the culture, the ins and outs, and the day-to-day routine. Implementing an employee referral program can boost recruiting passive candidates since they already have a great rapport with the person reaching out to them. As a recruiter, send emails and encourage employees to refer candidates they think would be an excellent match for the company.

4. Sift through your talent pool and pipelines

Talented rejected candidates should not be forgotten about. If you already use an Applicant Tracking System (ATS), you have numerous candidates to consider. Sifting through your talent pools and pipelines, reach out to rejected candidates. Ensure that you provide a fantastic candidate experience; otherwise, rejected candidates will not want to go through the hiring process with you again.

5. Make use of online resume platforms

Another alternative would be to source candidates using online resume platforms such as SearchMonster, Zillion Resumes, Talenbin and more. These platforms offer large databases of resumes you can sift through to find your ideal candidates.

Why GCS Malta?

At GCS Malta, our specialised recruiters aim to find the ideal candidates for you. Whether passive or active recruiting, our recruiters offer quick and cost-effective company recruitment services tailored to your needs. Looking for your ideal job? Check out our current vacancies. Contact us today for more information on how we can assist you.

Article by Sarah Jane Gauci