How to build a passive talent pipeline

In times of economic change and uncertainty, like we’ve been experiencing in the recruitment industry over the last few years, employees can be less likely to leave their current positions in search of new opportunities. However, just because they’re not actively looking doesn’t mean they wouldn’t be interested in a new role.

According to LinkedIn, these passive candidates make up 70-75% of the available market and typically can be incentivised to change jobs due to better pay, more opportunities for career growth, and a more positive company culture. If companies are experiencing a skills shortage, recruiting from this hidden pool of candidates and building a pipeline of passive candidates, could become a valuable strategy.

Developing your talent acquisition strategy to target passive candidates can give you a competitive edge. First of all, they are likely to have less attention from other recruiters, which increases the opportunity to place them into your open positions. They may also have ‘job-ready’ skills that are attractive to employers and may find it easier to transition into a role.

So, with that in mind, here are our seven steps to building and maintaining a strong passive candidate pipeline.

Employer Branding

To attract passive candidates, your company's reputation and image are paramount. Invest in cultivating a strong employer brand that communicates your company culture, values, and opportunities for growth. According to Glassdoor, 69% of job seekers are more likely to apply to a company that actively manages its employer brand.

Develop an Engaging Online Presence

Passive candidates are often found on professional networking platforms, so it's crucial to establish a strong online presence. Create compelling and informative content on your website, blog, and social media platforms to showcase your industry expertise and engage with potential candidates. Remember, you are building relationships, not just advertising job openings.

Employee Referrals

Leverage the power of your existing workforce by implementing an employee referral program. According to a survey by iCIMS, employee referrals are the most effective source of quality hires. Encourage employees to refer their talented connections and reward them appropriately for successful referrals.

Networking and Relationship Building

Attend industry events to expand your network and connect with passive candidates face-to-face. Building genuine relationships with professionals in your field can help you establish trust and increase your chances of accessing hidden talent.

Talent Mapping and Pipelining

Identify key roles within your organisation that are critical for future growth. Conduct talent mapping exercises to determine potential candidates for these roles. Engage with these individuals, even if you don't have immediate job openings. Maintaining regular contact can establish a relationship that may lead to future opportunities.

Utilise Technology

Embrace applicant tracking systems (ATS) and candidate relationship management (CRM) tools to streamline your passive talent pipeline. These technologies can help you organise candidate data, automate communication, and track progress effectively. Leveraging technology can save time and enhance the efficiency of your recruitment process.

Nurturing Relationships

Maintain consistent communication with passive candidates through personalised emails, newsletters, or occasional check-ins. By staying on their radar, you increase the likelihood of them considering your organisation when they decide to make a move. This approach requires patience and a long-term perspective but can yield great results.

Remember, Rome wasn't built in a day. Building a passive talent pipeline takes time, effort, and a commitment to nurturing relationships. Stay consistent, adapt to the changing landscape of recruitment, and watch your talent pool flourish.

If you’re in need of building a pipeline quickly, speak to a member of our team today to see how BOOSTA can help you supercharge your talent acquisition strategies.

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