French & German Recruitment

As a market leader in the search and selection of bilingual and multilingual professionals, French & German Recruitment is dedicated to helping organisations throughout the UK and Europe with their recruitment needs.

With over 10 years experience in language recruitment and with drive, commitment and expert knowledge, we offer an unparalleled recruitment service.

Passively yours - the art of approaching passive job candidates

Posted: 2015-02-07
4633165There are active candidates and then there are those who are not actively looking for a new job opportunity. These passive candidates are currently employed, which means not desperate, and can afford the luxury to wait for an opportunity which will be truly worthwhile for them. Passive candidates who are skilled in various areas in their field tend to be more picky, especially if they are bilingual or multilingual professionals. Here are some tips how you can tap into the pool of passive candidates.
 

Utilise Social Media 

In this era of technology, websites such as LinkedIn are great for recruiting managers, such as yourself, to make a start. While employers tend to look out for active candidates, who are, no doubt, easy to court, you can also check out passive candidates, who might be more valuable to the organisation. With a total user base of 332 million spread across the globe, LinkedIn comprises 75% of passive candidates. Hiring managers should especially look at professionals who are already following their company’s profile on LinkedIn and Twitter - they already show an interest in your organisation. However, in order to net the the right people for the job, it is also important to have a foolproof strategy in place to separate the wheat from the chaff.
 

Adapt your hiring process

The first step is to modify your hiring process to target the passive candidates. You will find that your normal way of recruiting and interviewing needs to be customised for this particular demographic which may be more expensive to wean away from their current organisation but which will also be a far more valuable asset to the organisation you are hiring for. Another big advantage is that these candidates will not be found interviewing with other organisations as they are happy where they are. So tweak the role on offer and be flexible with your timings, designations and offerings, and you will find that these professionals will ensure quality performance coming your way which will more than make up for the extra dosh that you might have to shell out to woo them. 
 

Be confident and authentic

Rather than thinking that passive candidates are not looking, think of them as those who are waiting for a bigger, better opportunity. These candidates know that they have the upper hand as they are not jobless, but they are not going to pass up a great opportunity just because they are currently employed. This is why they read articles such as this one, keep their CVs updated, receive job alerts from companies they are interested in working at and have a presence on websites such as LinkedIn! A lot of times if the candidate finds you interesting and likes your vibes, he or she might be a good fit. So make sure that you come across as authentic, interesting and exciting as possible.
 

Be unconventional 

All conventional recruiting methods, such as advertising or career areas of a website, tend to miss this section of candidates who are not job seekers per se. So the key is to cater to the needs of the particular employee. For example, a young graduate might be less interested in the salary figures, but keen on getting a certain amount of annual leave to go travelling. In another case, it might be a foreign candidate who might need a weekday off for religious obligations. In a third case, it might be that the candidate is likely to have great chemistry (and hence greater growth opportunities) with a senior at your company due to a niche hobby. The bottomline is that you need to do your homework thoroughly before approaching these candidates to ensure that you have something to offer them which they are not getting at their current workplace.
 

Keep yourself up to date 

Find out if the current company of your candidate is lacking in any way. Has it cancelled its annual bonus or cut down on increments? Is there a new manager who is not a joy to work with? Has the candidate been working with the organisation for so long that he or she may be too bored or unchallenged to continue much longer? Is the office relocating which will mean that the employee will have to go out of their way now to get to work? You can use their weaknesses as your strengths, and then you may not lose much bargaining power or have to offer too many perks to the candidate in question.
 

For more advice on how you can tap into the pool of passive candidates, email me now.