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Passive candidate pipelining is key to recruiting today…

But it’s a lot easier said than done.

It’s a big challenge to engage candidates that aren’t actively job searching.

However, with candidates in short supply, it’s now a key step in recruiting.

Here are three things to keep in mind for passive candidate pipelining:

Passive Candidate Pipelining Tip #1 – Plan for Tomorrow’s Needs Today

Hockey legend Wayne Gretzky once said:

“Skate to where the puck is going, not where it’s been.”

It also happens to be great advice for recruiters!

To build a passive candidate pipeline, you have to consider who you’ll need to hire in 3-6 months.

Interview hiring managers and other leaders at the company. Ask who they may need to hire in the near future.

With this knowledge, you can source those candidates today.

Ask yourself who you need to start building relationships with now. The goal is to position yourself for great hires around the corner.

Passive Candidate Pipelining Tip #2 – Narrow Your Job Descriptions and Employer Brand

We can’t control who applies to our positions, and we can’t pull new candidates out of thin air.

However, we can adjust our messaging and job descriptions to attract the right candidates.

To engage passive candidates, you need a very convincing message.

If you’re struggling with passive candidate pipelining, revisit your job descriptions. Are they clear, exciting descriptions of the job and the company? Do they give someone a strong reason to apply?

Taking a step back even further, look at your careers pages and any pieces of recruitment marketing. Great recruitment marketing should turn AWAY the wrong candidates…while inspiring the right people to apply as soon as possible.

Passive Candidate Pipelining Tip #3 – Plan How You Can Successfully Engage Passive Candidates

Waiting for candidates to come to us is hardly an effective sourcing strategy. Now that candidates can work for top companies remotely, the best, most qualified candidates are usually gainfully employed.

So if you’re hiring for in-demand roles, you need a solid strategy for passive candidate pipelining. You need a plan in place for not only identifying these candidates but making contact and building a relationship.

Once you have built a rapport with these candidates, you are much more likely to be able to pitch them on an open position with your organization.

However, all of the above is easier said than done, so now is the time to start making a plan to go from A to B.

Some recruiters find passive candidates through networking groups or local associations.

Alternatively, you could try finding candidates through private groups on LinkedIn or Facebook.

Last but not least, you can leverage our research or sourcing services to build a pipeline. It’s about finding the candidates now so they’re there when you need them.

Great Candidates Don’t Grow on Trees

Making great hires starts with identifying and connecting with qualified, relevant candidates. And if you’re starting from square one identifying these individuals, that means that hiring will be a painfully slow process.

The old approach of doing a quick LinkedIn search or waiting for applicants won’t cut it. It’s time to rethink how you can actively source talent and engage passive candidates!