mohamed1982eg / Pixabay

Active candidates are in short supply and if you’re anything like 71% of respondents to a 2017 Talemetry survey, your business is having difficulty hiring them. Organizations finding success with their recruitment strategies are doing more than just posting to job boards; they are recruiting passive candidates. With the way the market is continuing to progress, this strategy is becoming all the more vital to maintain a steady supply of amazing candidates.

Tech Unemployment Remains Low

On the whole, tech unemployment has continued to decrease. The latest reports on the information technology sector show that only about 2.5% of the IT workforce is unemployed. Low unemployment rates mean that the supply of high-quality active candidates is going to be limited, primarily because there is less of a sense of urgency for them to find a job.

Passive candidates, whether you are hiring IT consultants or permanent employees, will only move if the right position presents itself. If a company fails to align with a candidate’s professional agenda, then passive candidates are more than comfortable staying where they are. TransTech recruiters take the time to develop relationships with candidates so they can understand their long-term career goals as well as any aspects of their current position they might want to change, like a long commute or a desire to work remotely. Many candidates will move for a good bump in salary. When we know what will motivate a candidate to make a change, we can position them successfully for a new role.

Candidate Engagement Grows in Sophistication

With such a high percent of the candidate pool made up of passive candidates, traditional job boards are less effective at reaching prospects. Passive candidates are just not surfing job board opportunities on their downtime. So how do you attract them to your business? Engage with them to build the incentive needed for them to make the move.

In our own experience, a variety of methods are essential to encouraging passive candidates to trust your company enough to leave a comfortable position. Here are just a few ways TransTech’s recruiters see results when sourcing passive candidates:

  • We Act as a Resource – One way that we go about building trust is to show passive candidates that we understand their work and industry. We share our own original content, pieces from thought leaders, and even helpful updates about what’s going on in their communities.
  • We Connect Where They Are – Since candidates aren’t on job boards, we need to reach out to them where we know their attention will be: social media. We figure out the best times of day to connect with passive candidates, either sharing content or reaching out to them directly to foster a connection rather than pressure them into a role.
  • We Focus on Challenges – Top compensation is one of the primary motivators for tech professionals to pursue new opportunities, but getting them challenging work is of almost equal importance. Dice’s 2017 Ideal Employer survey found that over 80% of IT workers want their work to push their own skills and boundaries. That’s why when we engage with passive candidates, we focus on the challenges that will be facing them as much as the competitive IT contractor rates or salary available through a new opportunity.

Networking Finds Candidates with Greater Longevity

One of the most effective ways to improve hiring challenges is to build a sufficient pipeline of high quality candidates now. Yet just finding strong technical talent isn’t enough. Candidates need to stick around long enough for your investment to be worthwhile, and referrals offer the most reliable long-term hires.

Our recruiters use passive recruiting strategies to help increase the number of referrals coming our way. As we build relationships with top talent, we find out who we can trust to make reliable referrals. From there, we gain insight to improve our chances of appealing to those tech professionals as we reach out, interact with across channels, and build similarly strong relationships.