Unlocking hidden potential in the field of talent acquisition, small and medium enterprises (SMEs) in the UK and Europe often encounter a formidable challenge: sourcing skilled information technology and software professionals. While active job seekers are the obvious pool, there's a goldmine of talent that's often overlooked – passive candidates. These individuals, though not actively seeking new roles, can be persuaded to explore new opportunities with the right approach. At TESTQ, we've refined the techniques for engaging passive candidates, and we're excited to share our expertise on how SMEs can effectively tap into this valuable resource.

Why Focus on Passive Candidates?

Passive candidates are already employed and generally satisfied with their current roles, making them an unique and valuable target for recruiters. According to LinkedIn's Global Talent Trends report, 70% of the global workforce comprises passive talent.  This statistic alone underscores the vast potential of passive recruitment. Here’s why focusing on passive candidates can be a game-changer:

1. Higher Quality Talent: Passive candidates are typically high performers in their current roles.
2. Diverse Skill Sets: They bring diverse experiences and skills, often gained from multiple roles and companies.
3. Reduced Competition: Since they are not actively job hunting, there is less competition from other employers.

Effective Strategies for Passive Candidate Recruitment

Excelling in passive recruitment requires a combination of strategic planning, personalized outreach, and utilizing the right tools. Here are some key strategies:
 

1. Build a Strong Employer Brand

Your employer brand is your company’s reputation as a place to work. A strong employer brand attracts passive candidates by showcasing your company culture, values, and the benefits of working with you. Highlight success stories, employee testimonials, and unique perks on your website and social media channels.

• Actionable Tip: Regularly update your careers page and social media profiles with engaging content that reflects your company’s ethos.

2. Amplify Your Reach with Social Media

Social media platforms are powerful tools for engaging passive candidates. LinkedIn reports that 87% of passive and active candidates are open to new job opportunities.

• Actionable Tip: Use advanced search filters to identify and connect with potential candidates. Share industry insights, company news, and employee achievements to keep your audience engaged on company website and social media platforms.

3. Employee Referrals

Encourage your current employees to refer potential candidates. Employees can be your best brand ambassadors and often have networks filled with passive talent.

• Actionable Tip: Implement a structured employee referral program with attractive incentives to motivate your team.

4. Personalized Outreach

When reaching out to passive candidates, personalization is key. Generic messages are likely to be ignored. Instead, take the time to research the candidate’s background and craft a tailored message that highlights how their skills align with your company’s needs.

• Actionable Tip: Use tools like LinkedIn InMail for direct and personalized communication. Mention specific projects or achievements from their profile that caught your attention.

5. Nurture Talent Pipelines

Create and maintain a talent pipeline for future opportunities. Keep in touch with potential candidates through regular updates, newsletters, and invitations to company events.

• Actionable Tip: Use a Customer Relationship Management (CRM) system to manage and track your interactions with potential candidates.
   

TESTQ’s professional services team extends your hiring process to potential candidates seamlessly, backed by in-house applicant tracking system, TAMIS  and industry-tested hiring techniques. Our expert technical recruitment team specialise in identifying skilled resources while emphasising your brand and hiring strategies. We efficiently build pipelines of talent specific to your technical and industry domains, ensuring a personal touch throughout the process. By utilising our robust employer branding, social media outreach, personalized communication, and employee referrals (if you have), we connect you with passive candidates who align perfectly with your organizational needs, allowing you to acquire top-notch talent cost-effectively.
 

To ensure your passive recruitment strategies are effective, TAMIS helps our client to track the hiring process using following key metrics: Response Rate, Conversion Rate and Quality of Hire.
 

Case Study: TESTQ’s Success with Passive Recruitment

At TESTQ, we have successfully implemented these strategies to source top-notch talent for our clients. One of our recent success stories involves a fintech SME in London. They needed a senior software engineer with niche skills in blockchain technology. Through our targeted passive recruitment approach, we identified a candidate who was not actively seeking a new role but was open to discussing opportunities. By highlighting our client’s innovative projects and growth potential, we successfully persuaded the candidate to join the company, resulting in a perfect match.

Conclusion

Passive candidate recruitment is a powerful strategy for SMEs looking to source highly skilled information technology and software professionals. By building a strong employer brand, exploiting social media, encouraging employee referrals, personalizing outreach, nurturing talent pipelines, and participating in industry events, SMEs can effectively tap into this valuable talent pool.

At TESTQ, we specialise in identifying and attracting passive candidates through top-notch hiring strategies. Our professional services division is dedicated to helping SMEs in the UK and Europe find the right talent in a cost-efficient manner. If you’re looking to master the art of passive candidate recruitment, reach out to our team today and let us help you build a robust talent acquisition strategy.

Contact TESTQ’s Professional Services Team at sales@testqtech.com