Getting passive candidates to move from their current employer to your company is difficult in the best of times; it’s exceedingly so during a pandemic. After all, even though companies are still laying off workers – or even shutting down altogether – great employees are understandably loathe to take a risk and move right now.
Still, it is possible to get candidates motivated enough to change employers. Here’s how:
- Find out what means enough to them to make a move.
That is, what are the benefits, job duties, perks, career dreams, and more that mean the most to them and how can your company make sure the candidate will get them if they become your employee?
Are they looking for more PTO, flextime or continuing education opportunities (such as employer-paid graduate school)?
If moving to your firm means a promotion, how much of a promotion is it in their eyes? Is one step up the ladder not enough? Could you revamp the job so that it’s at least two steps up?
- Be completely open and honest regarding your company’s current health.
Naturally, passive candidates are going to want to know how robust your business is before jumping ship. If ever there was a good time to be as transparent as possible, now is it. Discuss layoffs or furloughs already completed and any plans you may have for more in the future.
As candidates ask questions – and they definitely will! – make sure you’re as above board and candid as possible. If you not sure about something, say so.
Finally, if the candidate is so terrific and/or the position being filled is so critical to the company’s success, consider the option of providing the candidate with a “no layoff or furlough” promise (in writing), but only if you feel strongly that you won’t have them in the future. (You’ll want to make sure at least one attorney reads the document, of course.)
- Understand it may take longer to woo passive candidates.
Trepidation about making a job move is more than understandable right now. Don’t be surprised if you’ll spend more time talking with candidates and encouraging/allaying fears. Schedule virtual coffee meetings. Be open to taking candidates’ “on the fly” calls, emails or texts. Let them talk about all their concerns; don’t be surprised if you answer the same questions more than once.
Depending on the position, consider having members of the C-suite engage with candidates. Ask employees who would become the candidates’ co-workers – or even subordinates – to reach out and engage with your potential new-hires.
Passive candidates often are the best workers at their current employer….
…and they understandably are leery of making a move now. Look at recruiting passive candidates as more a relationship-building exercise rather than recruiting. Let them get to know and become interested in your company and what you have to offer that their current employer does not. You probably won’t be able to go into the courtship with a “quick score” mentality and will instead need to nurture their candidacy while growing their trust and allaying their fears.
Helpmates can be your partner in your search for passive candidates for your direct-hire opportunities. Contact the branch nearest your Southern California business to learn how we attract, recruit and vet top talent.
