Passive candidates that are not actively looking for a new job are some of the hardest talent to land. However, making the extra effort to reach out to these people can result in bringing on a valuable new asset to your company, who will remain employed with you in the long run.

The truth about passive candidates is that many are open to leaving their current employer. According to a 2014 survey by LinkedIn, 45 percent of those currently employed are open to speaking with a recruiter. Another 15 percent admitted they put out feelers via their personal network to see what opportunities may be available.

This means that although they may not be sending you their resume – passive candidates are receptive to being lured away by the right offer. Additionally, employment experts state that millennials currently entering the workforce are more open than previous generations to working for multiple employers throughout their career.

Not Enough Qualified People

Passive candidates are an excellent option for an open position that simply can’t be filled by proactive job seekers. A few quick searches can reveal just how many companies are looking to fill the same position, and how many qualified people are available.

Before you reach out to uniquely qualified passive candidates, make sure you define and understand the parameters of the job inside and out. This fuels a more confident and credible cold call. The job definition can also be used to expose the opportunity gap between the person’s current position and potential new job that is being offered..

Lured by Money and a Better Work-Life Balance, Not a Title

The 2014 LinkedIn study also found that passive candidates are most likely to leave their current job for higher pay or a better work-life balance (read: more vacation). For the savvy employer, this means that a highly skilled worker can be lured away, and potentially locked up long-term, simply by offering them the short-term gain of a larger paycheck and extra week of paid vacation.

Conversely, the LinkedIn study also found that passive candidates are usually not interested in a fancier title or switching jobs just to work closer to home. For employers, this means a talented worker may not want to be inserted into a high-profile position at their company. It also means that passive candidates are likely willing to entertain a longer commute if the right opportunity comes along.

Former Passive Candidates More Driven, Need Less Training

Finally, the LinkedIn study stated that employers who hire passive candidates report they are more driven and 17 percent less likely to require training to get up-to-speed. These two findings translate into a substantial return on investment for those who make the extra effort to land a passive candidate.

Long Island Temps has a successful track record in recruiting and placing passive job seekers. Contact us today and we will do all the heavy lifting required to land you that highly skilled passive candidate.