As a recruiter, you will always require highly skilled and experienced talent in your team to create your product and take your business to the next level. But we’re living in the 21st century and technology has made it easier for you to hire the best individuals who can contribute to projects sitting in any part of the world. Nowadays, if you’re finding it challenging to hire onsite resources for your company, you can hire passive employees, as they’re highly cost-effective and easier to manage. In this blog, we will help you understand everything about passive candidates and also how you can hire the right candidate for your company.

Difference Between Active and Passive Candidates

In the current competitive job market, it can be a challenging and time-consuming task to find the right candidate for your team. However, there is a group of highly skilled individuals who are available to contribute their expertise and efforts to your projects. Let’s explore how these candidates differ from active candidates. 

Active vs passive candidate

Active Candidates: Active candidates are actively searching for new job opportunities and are more likely to apply for job postings and attend job fairs. They may also be more open to discussing job opportunities and negotiating job offers. 

Passive Candidates: While active candidates are easier to find and engage with, passive employees can be a great asset for companies as they often possess the ideal qualifications and experience for specific roles. However, it is important to keep in mind that these candidates may require a more personalized approach to recruiting, such as networking through professional contacts, social media, and industry events. 

How to Build Your Passive Candidate Pipeline?

According to a LinkedIn research, 70% of the global workforce are passive employees who are not actively seeking job opportunities. This pool of highly qualified candidates can be a great asset for your company if offered attractive pay and benefits. In this section, we will walk you through the precise steps for hiring the right candidates. 

Build your passive candidate pipeline

Target the Right Platforms

Recruiting a passive candidate can be a complex task. You might come across individuals who possess the ideal qualifications for your job, but they may not be interested in working for your company despite any attractive offers you may provide. Therefore, it is essential to select the best hiring platforms to ensure that you are successful in your search for the right candidate.

Use Existing Network of Professionals

One effective way to connect with passive IT candidates is to tap into an existing network of professionals. You can ask for referrals, attend industry events, and participate in online forums. At Supersourcing, we help businesses hire software developers through our platform and offer tools to streamline the hiring process.

Leverage Social Media

Social media for attracting passive candidates

Social media platforms like LinkedIn, Twitter, Facebook, and Instagram can be an effective way to attract passive employees. You can create an engaging profile, share job openings, engage with your followers, and use paid advertising to find the right talent. Social media provides access to a vast pool of potential candidates and offers targeted advertising options. It also provides a platform to showcase your company’s culture, values, and work environment, which can attract people who are looking for more than just a job.

Bring Back Your Alumni

Your company’s alumni network can be a valuable source of talent hiring for your projects. Alumni are familiar with your company and culture, require less training, and can adapt to changes more easily. To bring them back, stay in touch, offer incentives, attend alumni events, and leverage social media. Keep your alumni engaged and interested in what you’re doing, and they can be a great asset to your organization.

Attend Conferences

Attending conferences can be a great way to network and find potential talents who can join your team of experts. By attending conferences relevant to your industry, you can meet talented professionals who may not be actively seeking new job opportunities. Come prepared with a plan, research the attendees, and engage in meaningful conversations. Build relationships and make connections that could lead to opportunities down the road.

How To Make Your Hiring Process Swifter?

To make your hiring process swifter, you can streamline your screening process, keep candidates informed, communicate effectively, and offer competitive compensation and benefits. We have listed a few tips to help you make informed decisions while hiring a candidate. 

Personalize Your Communication: Passive candidates, who are not actively job searching, can be difficult to attract to your team and engage them to work on your projects. Therefore, it is crucial to capture their attention and convince them to join your organization. When seeking individuals, it is recommended to send them personalized emails and point out the shared connection and interests to better engage them.

Simply the Evaluation and Hiring Process:  Employees who are already satisfied with their jobs may not be willing to invest a lot of time and effort in a lengthy and complicated hiring process. They are not actively seeking a job, so they may not be keen to go through multiple rounds of interviews, fill out lengthy applications, or take extensive assessments. Therefore, simplifying the evaluation and hiring process is essential to attracting and retaining the best brains. This can include streamlining the application process, conducting fewer interviews, and providing timely feedback. A simplified hiring process can also help to create a positive candidate experience, which can benefit the company’s employer brand and reputation.

Keep Your Candidates Informed About The Process: Passive candidates are highly skilled individuals who may be interested in new opportunities if presented with the right one. Keeping them informed throughout the recruitment process shows respect for their time and interest in the role, helps build trust and positive relationships, and demonstrates your commitment to finding the right fit for both parties. It’s essential for building a positive employer brand and attracting top talent to your organization.

Use the Best Recruiting Tools: You can use LinkedIn Recruiters which provides access to over 700 million professionals worldwide, making it an ideal platform for finding top talent. Using LinkedIn Recruiters, you can easily search for candidates based on their skills, experience, location, and other relevant criteria. You can also reach out to passive candidates directly through InMail, LinkedIn’s messaging system. This tool streamlines your recruiting process, saves time and money, and builds a strong employer brand that attracts the right candidates to your organization.

Need a Passive Candidate for Your IT Project? Supersourcing Can Help!

At Supersourcing, we understand that finding top talent can be a challenge, especially when it comes to IT professionals who aren’t actively seeking new opportunities. That’s why we have built a network of top IT professionals who are readily available to contribute and scale your product.

Our platform makes it easy for you to connect with the best talent that meets your unique needs. Whether you need a full-time remote developer or a team of experts to work on your project, we have you covered. Additionally, our team of experts ensures that every candidate we recommend has the skills and experience necessary to excel in their role.

Don’t let a lack of talent hold your project back. Contact Supersourcing today to hire remote developers and take your project to the next level.