You’ve found the person you want to hire. Trouble is, they’re already employed by another company and not actively seeking a new job. But based on what you know about them, you think they’d be great fit.

So how do you go about recruiting them?

As one of the leading staffing services firms in Woodland, California, Pacific Staffing knows there is certainly an art to recruiting passive candidates. They’re not coming to you from the same perspective or with the same motivations as a candidate who is actively searching for a new job. They may be content where they are, so it’s up to you to sweeten the pot and persuade them as to why they’d want to make a move.

To help you, here are some thoughts you need to consider before you reach out to a passive candidate:

Know why they’d want to work for you.

The passive candidate will want to know what the advantages are of leaving their current job and joining your company. In other words, “what’s in it for them?”

If you have a strong employment brand, then the candidate may be flattered you’re reaching out to them. But if you don’t, then you have some work ahead of you to convince them about what makes you a different – and better – employer.

For instance, are you on the forefront of innovations in your industry, do you offer flexible schedules, have you cultivated a highly creative workplace, or are there ample opportunities to move up in your company?

These are the kinds of things you need to think about so that when you contact a passive candidate, you know how to position and sell what you’re offering.

Know what their current employer doesn’t offer.

These days, everyone wants more. And it’s your job to determine what “more” the candidate wants that their current company isn’t offering. So research the organization, learn about the culture, opportunities for growth and advancement, and salary and compensation packages. You’re looking for areas of weakness where your company can outperform theirs.

Know how you’re going to approach them.

Recruiting passive candidates is a delicate situation. Come on too strong and you’ve lost them; too weak and they won’t be interested. Striking the right balance hinges on keeping it simple. You can start by sending them an email:

• Personalize the subject line so they don’t hit the SPAM button as soon as they see it.

• In the body, focus on what you think will motivate them to want to work for you. Is it your company’s cutting edge reputation, telecommuting opportunities, or management training program?

• Be sure you understand what the candidate really does. It’s annoying to get an email from a hiring manager for a position that really isn’t a good match.

• Promote any personal connections. If, for instance, you were referred to the candidate by a mutual colleague, then highlight that fact. Familiarity breeds comfort and the candidate will be much more receptive if you have some common ground.

Need More Help Recruiting Top Passive Candidates?

If you do, let Pacific Staffing know. As one of the leading staffing services firms in Woodland, California, we pride ourselves on learning about the culture of our clients’ teams and discovering the hard and soft skills that help predict an ideal job match. Contact us today if you’re ready to learn more about how we can help you.