Picture this: A candidate working for a unicorn company is super happy in his current role. He’s getting a good salary, has the edge of working for a big brand, has a secure position, and stable work timings. By the rulebook, he shouldn’t be open to any job offers coming his way. Heck, he shouldn’t even have a LinkedIn profile! Or so you would think.
Well, in reality, all the A-listers, even the ones employed in the best companies in the world, are all open to conversations. They update their LI profiles, they respond to recruiters reaching out to them, and even open new job openings they chance upon.
Now let’s explore more about sourcing and recruiting these passive candidates.
As we touched upon before, it is the process of identifying and reaching out to candidates who are not actively seeking for a new position. Passive candidates make up the majority of the workforce, so sourcing them can be a great way to find top talent.
There are a number of efficient techniques for sourcing passive candidates, including:
As a recruiter you can incorporate using Snapchat and Instagram for your candidate sourcing. Creating Snapchat stories and an Instagram page for your company can help in portraying the company’s work culture and will catch the attention of the passive candidate.
Industry events are a great way to meet potential candidates and learn about their skills and experience. You can also use industry events to distribute your business cards and collect contact information from potential candidates.
78% of the recruiters say that they find their best candidates through employee referrals. Your employees are great resources for sourcing passive candidates. Ask your employees to refer their friends and colleagues to your company. You can also offer incentives to employees for referring qualified candidates.
There are a number of recruitment software programs that can help you source passive candidates. These programs allow you to search for candidates based on your job description and criteria. They can also help you track your sourcing efforts and manage your candidate pipeline.
Recruitment Automation can be a valuable tool for passive candidates sourcing. These tools can help you automate your tasks such as candidate search, candidate outreach, and candidate screening. This can free up your time so that you can focus on building relationships with candidates and closing offers.
There are a number of different recruiting automation tools available both free and paid.
Passive candidate sourcing can be a more effective sourcing method than traditional sourcing methods, such as posting job openings and waiting for candidates to apply. This is because passive candidates are more likely to be twice as qualified for the job and less likely to be bombarded with job offers.
However, passive candidates sourcing can be more time consuming and challenging when compared to other types of sourcing. This is because you need to actively identify and reach out to passive candidates.
Kula is a dedicated AI-powered platform for passive candidate sourcing. It allows you to search out candidates across multiple social media platforms and send them personalised messages. Kula has a seamless integration with the social media accounts and the passive candidates can be accessed through your Kula account.
Kula uses artificial intelligence to identify the best candidates for your job openings and uses AI to personalise your outreach messages as well as manage referrals efficiently. This can help you increase your response rates and close more deals.
The best part? You will see a whooping increase in the responses rate, compared to if you had decided to send out messages manually!
If you are new to AI passive sourcing, there are a few things you can do to get started:
There are a number of different AI-powered recruitment platforms available. Choose a platform that is right for your needs and budget.
Who are you trying to reach with your passive sourcing efforts? Once you know your target candidates, you can start searching for them on social media and other platforms.
AI-powered recruitment platforms can help you personalise your outreach efforts. However it is important to review your messages before sending them to the candidates.
It is important to track your results so that you can see what is working and what is not. Most AI-powered recruitment platforms provide detailed analytics that can help you track your results and progress.
AI-powered passive sourcing tools can be valuable assets for recruiters. They can help you save time and resources, reach a wider pool of candidates and identify qualified candidates who are not actively looking for jobs.
If you are considering shifting to an AI automated tool, we encourage you to do your research and choose the one that is the right fit for your team’s needs.
AI tools can save time and resources, be able to reach a wider pool of candidates and help to identify qualified candidates based on their skills and experience.
Finding qualified candidates who are not actively looking for jobs, reaching a large enough pool of candidates, screening resumes and outreach messages in a timely manner and building relationships with candidates are few of the challenges that recruiters face.
The ability to search for candidates across platforms, to be able to screen resumes and send outreach messages automatically and to be able to track and measure the effectiveness of passive candidates. The AI tools should also be able to integrate with other recruiting tools and systems
Yes, there are a variety of AI-powered recruiting tools that are budget friendly. The cost of these tools can vary depending on features and functionality that they offer.