A passive candidate refers to an individual who isn’t actively looking for a new job but has experience or qualifications that make them a strong match for open roles at a company. These individuals are not applying to jobs, yet they may be open to opportunities if the right one comes along.
Why Passive Candidates Matter
Due to their skills, track record, and industry knowledge, passive candidates are often considered highly valuable by hiring teams. While they might be content in their current position, they could be persuaded to consider a new role that better aligns with their long-term ambitions or offers a more fulfilling work environment.
Someone might not be job-hunting for many reasons, but that doesn’t mean they’re uninterested in making a move. They may feel underutilized, be waiting for the right chance to grow professionally, or holding a job temporarily while pursuing further education or certifications.
Building Connections with Passive Talent
So how do employers identify and reach individuals who aren’t actively searching? We spoke with Tara Furiani, CEO and co-founder of Tarabull Media, and former Chief People Officer, who shares that “Companies can connect with passive talent through targeted networking, employee referrals, and social media platforms.”
Furiani emphasizes that recruiting this kind of talent takes foresight. “Because passive candidates aren’t submitting applications, employers need to focus on long-term relationship building, not just short-term results. That means investing in your network, developing employee referral pipelines, and engaging potential hires consistently through platforms like LinkedIn.”
Even if you haven’t laid that groundwork yet, it’s not too late. Employers can still begin identifying talent needs and defining the traits of their ideal candidates, and then use that information to guide personalized outreach and networking strategies.
Attracting and Engaging Passive Candidates
Kelly Beckner, Vice President of Corporate HR at MBO Partners, points out that passive candidates allow companies to be more selective. “They give recruiters the freedom to build candidate pipelines based on ideal qualifications, instead of limiting searches to active job seekers,” she explains. Beckner recommends building these talent pools using tools that go beyond traditional job boards.
However, recruiting passive talent takes more than simply identifying the right individuals, it’s about making a compelling case for why they should consider joining your team. This often means showing what sets your organization apart, whether it’s culture, career development, or meaningful work, beyond just salary.
As Beckner adds, “It’s not hard to locate passive talent, but it can be difficult to keep them engaged. The payoff, though, is accessing top-tier talent before they officially enter the job market.”
Best Practices for Engaging Passive Candidates
Here are a few ways to boost your chances of success when recruiting passive professionals:
- Treat interviews like consultative conversations, focus on their goals, not just your needs
- Craft job descriptions that are genuine, engaging, and reflect the company’s mission
- Empower your current employees to refer great candidates and reward them for doing so
- Get feedback from your workforce about the hiring process and work to remove unnecessary friction
- Offer flexibility with interviews, accommodate their schedules and preferences (remote or in-person)
- Be transparent about salary and expectations from the beginning
Kelly summarizes it well: “Hiring, especially for passive candidates, is like sales, you’re pitching not just a job, but your brand. In a world where first impressions often happen online, you need to present roles clearly, authentically, and persuasively.”
With the right approach and tools like Beyond to manage the process, employers can uncover and engage outstanding passive talent before the competition even knows they’re available.