Recruiting is like love: the best candidates are already taken and not looking for an adventure. With targeted persuasion, you can still awaken their desire for something new. We call them passive candidates.

It's human nature to want what you can't have. Take advantage of this and find out what the current employer cannot offer the employee. Perhaps the passive candidate works in Berlin, although he would actually prefer a job in Hamburg. Or he has already had such a stellar career within his company that further growth opportunities are unlikely.

If you manage to read between the lines, the candidate's profile on the social web will give you some clues. It is also a good idea to study the company where the passive candidate currently works. Company culture, working environment, salary and growth opportunities provide information about possible points of contact.

Contact the potential candidate - without any ulterior motives

While active candidates are much more likely to respond to a recruiter's message, the passive candidate really hasn't been waiting for you. It is therefore essential that you refrain from aimlessly sending out mass emails to the world like so many others.

Instead, approach the potential candidate directly and present yourself as a nice contact who is worth getting to know better. Write a message in which you show yourself to be friendly and interested and refer to any similarities. Forget for a moment that you have a vacancy to fill. Your aim is to get to know the person better and to find further arguments that you can use to get them interested in a new job.

Fill the gap!

After the initial approaches, go on the offensive and make the potential candidate an offer that closes precisely this gap. This could be a lucrative salary, more responsibility in a new position or a company with social relevance.

No matter how attractive your offer is, it is not unlikely that the potential candidate will initially turn you down. Don't push him, but show tact and empathy - just as if it were a date. And provide further incentives to make him reconsider his current situation.

Build a network

If the passive candidate remains steadfast, keep in touch anyway. Sometimes recruiting simply takes time. Build up your own talent pool over time and cultivate your contacts like friends. Because with a bit of luck, the day will come when passive candidates return to you. Or provide you with a promising new date.

indivHR will be happy to help you with customised tips and tricks to make your recruiting even more successful.

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We would be happy to advise you and work with you to find the ideal model to make your recruiting even more successful.