Founder & CEO of RecruitGyan. Passionate about helping tech startups & other companies secure top talent with DE&I-centered strategies.
Hiring trends reflect unpredictable economic factors, but recruiting top talent will never go out of style. Tech recruiters have their work cut out for them because the demand for technology workers is greater than the supply. Even though over 300,000 tech workers were laid off in 2022 and 2023, “the tech unemployment rate stood at 2.2%, lower than the national average of 3.5%.”
As recruiters, we’re constantly on the hunt for the best and brightest. RecruitGyan fills nearly 99% of our positions via passive candidates. These are workers that may not be actively looking for their next big job opportunity, but they would be willing to make a move for the right role offered at the right time. If your ideal candidates aren’t coming to you, you need to incorporate a strategy to go to them.
Why pursue passive tech candidates?
Passive candidates are already demonstrating desirable qualifications, experience and expertise in their current job. And chances are, they’re content where they’re at. According to PwC’s 2023 Global Workforce Hopes and Fears Survey, “64% of respondents in the tech sector said they were satisfied with their job or jobs.”
At the same time, tech workers are often motivated by the work they do and the contributions they offer, rather than the company they work for. This means that, to pursue a better career, they’re more likely to change employers than work in other industries.
Because of recent layoffs in the big tech companies, stability jumped to the top of the list of motivating factors for a tech worker looking for a career move. When they’re nervous that the other shoe is about to drop, it’s the perfect time to get your foot in the door. Savvy tech workers are keeping an eye on the job market, now more than ever. They’re more open to considering another role, even if their current position survived the chopping block.
Create persuasive opportunities to connect with passive talent.
Passive talent may not have a particularly interesting reason to stay at their existing job, but they’ll need a compelling reason to leave. The key is to tailor your outreach to resonate with their unique motivations and career ambitions. You’re stepping into a matchmaking role to facilitate a collaboration that’s mutually beneficial for the company and the candidate.
This conversation extends beyond negotiating with a competitive salary and compensation package. Candidates are motivated to contribute to a captivating mission. They want to work in an inclusive, vibrant culture where diverse voices are incorporated into solutions. The right workers value leadership and professional development opportunities, the chance to explore new technologies and the ability to lead exciting projects. Most want a clear path forward in their career trajectory.
Before you approach any potential candidate, polish your branding strategy. Be sure that your social media is up to date. Before applying, 75% of candidates look into the company’s brand. And 84% of companies identify passive candidates through social media. It is a gold mine of talent. These platforms offer glimpses into a candidate’s work and interests.
Initiate a meaningful dialogue by acknowledging their accomplishments and expressing interest in learning more about them. Why are you reaching out to this person, specifically? Arbitrary and generic outreaches are as annoying as spammy offers for questionable health supplements.
Introduce the company. How does your company stand out from its competition? What can you offer them that they’re missing in their current role? What are specific ways that they would benefit from working there? How could they uniquely contribute to the company’s mission?
Identify the next step. If you’re seeking an exploratory conversation, offer a calendar link. Emphasize your desire to determine a strong role fit based on their interests.
Incorporate passive candidate outreach into a comprehensive strategy.
There’s no urgency with a passive candidate. Nurturing a long-term relationship is crucial. Even if they’re not interested in a current opportunity, they may consider a change in the future. Regular, non-intrusive check-ins can keep your company top-of-mind and build rapport.
When they’re ready to consider a position, keep the ball rolling with a positive interview experience. After they’ve accepted an offer, set them up to thrive with a structured onboarding process. Providing them with resources, fostering a welcoming environment and integrating them into the company culture can improve new hire retention: “69% of employees are more likely to stay with the company for at least 3 years after a great onboarding experience.”
Passive candidates present a rich source of talent in the tech industry. It requires a subtle approach, personalized touch and persuasive opportunities to attract these individuals. When done right, you create a win-win for both the candidate’s career goals and the success of your company’s mission.
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