In today’s competitive hiring landscape, the best candidates often aren’t browsing job boards—they’re thriving in their current roles. These passive candidates make up a whopping 70% of the global workforce, according to LinkedIn. So how do you reach talent that isn’t actively looking? You get strategic, creative, and personal.
Here are 7 proven tactics to help you engage passive talent and turn curiosity into conversation.
1. 🎯 Build a Magnetic Employer Brand
Before you even reach out, make sure your company is worth discovering. A strong employer brand can boost your qualified applicant pool by 50%.
How to do it:
- Showcase employee stories on social media
- Highlight your mission, values, and culture on your careers page
- Encourage Glassdoor reviews and respond authentically
💡 Pro tip: Passive candidates often research your company before responding. Make sure what they find is compelling.
2. 🔍 Use Advanced Search on LinkedIn & Beyond
LinkedIn remains the go-to platform for sourcing passive professionals. But don’t stop there—platforms like GitHub, Behance, and even Reddit can reveal hidden gems.
Try this:
- Use Boolean search to filter by skills, location, and experience
- Explore niche communities and portfolio sites
- Use tools like People Search or SeekOut to enrich profiles
3. 💌 Personalize Your Outreach
Generic messages get ignored. Personalized outreach can increase response rates by 300%, according to Workable.
What to include:
- A reference to their recent work or achievements
- Why you think they’re a great fit
- A clear, low-pressure call to connect
📬 Example: “Hi Alex, I saw your recent UX case study on Behance—really impressive work. We’re building something similar at [Company] and I’d love to hear your thoughts.”
4. 🧠 Create a Passive Candidate Persona
Just like marketing teams build buyer personas, recruiters should build candidate personas to guide sourcing efforts.
Define:
- Skills and experience
- Motivations and pain points
- Where they spend time online
This helps tailor your messaging and choose the right platforms to engage them.
5. 🎙️ Host Events & Webinars
Passive candidates may not apply to jobs, but they’ll show up for learning opportunities.
Ideas:
- Host a webinar on industry trends
- Invite your team to speak at conferences or podcasts
- Create a virtual “Ask Me Anything” with your hiring manager
These events build trust and position your company as a thought leader.
6. 🤝 Tap Into Employee Networks
Referrals are gold. Employees are 4x more likely to refer someone they know if they believe in your culture.
How to activate referrals:
- Launch a referral bonus program
- Encourage employees to share job posts on LinkedIn
- Provide templates and talking points for outreach
7. 📊 Use Data to Refine Your Strategy
Track what’s working and what’s not. Use your ATS and sourcing tools to measure:
| Metric | Why It Matters |
|---|---|
| Response Rate | Shows how engaging your outreach is |
| Source of Hire | Identifies your most effective channels |
| Time-to-Engage | Measures how quickly candidates respond |
| Offer Acceptance Rate | Indicates how compelling your pitch is |
🧠 Insight: Companies that use data-driven recruiting are 2x more likely to improve their hiring outcomes, according to AIHR.
Final Thoughts
Sourcing passive candidates isn’t about chasing—it’s about attracting, engaging, and building relationships. With the right mix of branding, personalization, and strategy, you can turn “not looking” into “let’s talk.”
Want help drafting outreach messages or building a passive candidate persona? I’d love to help you craft the next piece of your recruitment strategy.