7 Ways to Engage Passive Candidates

Did you know that 71 percent of employed individuals say they’d be open to a new opportunity, even if they weren’t actively seeking other employment? What this means for hiring managers – veterinary recruiters included – is that there’s a large pool of potential talent to tap into beyond those who are actively applying for your open positions. But how do you reach these passive candidates and, more importantly, how can you entice them into considering your offer? Let’s take a look.

Make it personal. Cold calling or sending a generic email probably won’t get you the results you’re after. Instead, make an effort to engage with passive candidates by making it personal. You can do this by establishing common ground or – even better – asking a mutual contact to introduce you.

Tell your story. 84 percent of workers say they’d consider changing jobs if a company with an excellent opportunity made an offer. If you want to capture the attention of talented passive candidates, you have to make your practice stand out. This is best accomplished through branding, especially on social media. Showcasing your culture can pique interest and open the lines of communication.

Be flexible. Remember – passive candidates are already gainfully employed. They’re only dipping their toe into the water of a potential job change, not necessarily diving right in. Keep this in mind in your veterinary recruiting activities. Be patient and flexible and treat them with respect and courtesy.

Be honest. Don’t sell a job you don’t have or fluff up a position you do have open in order to make it more attractive. Being dishonest will get you nowhere and could potentially impede the opportunity to engage with qualified candidates at a later date. Always be open, honest and forthcoming.

Get others involved. If you aren’t the hiring manager or the individual who will ultimately be managing the role you have open, you’re probably not the best person to sell the job to potential employees. Getting other relevant parties involved in the process can help you better frame and present your opportunities so they’re more attractive to your prospects.

Don’t rush things. Hiring the first candidate to come along can be a costly mistake for your practice. Even if the rest of the team is struggling to pick up the slack, being patient and taking the time to find the right fit for the role is critical. Trust us – it’ll be worth the wait.

Keep the conversation going. Because passive candidates aren’t currently looking to change jobs, they can be choosier about the opportunities that come their way. Understand that just because a qualified individual isn’t ready to take the bait right away, it doesn’t necessarily mean they’re a lost cause. Keep the doors of communication open and nurture that relationship. When the right time comes along, you’ll both be ready to make the move.

Finding the right individuals to complete your veterinary team can be challenging. If the applicants you’re receiving aren’t really up to par or you’d just like to expand your focus, engaging with passive candidates can be a worthwhile activity. And if you don’t have time to do either, enlisting the help of a professional veterinary recruiter can make your life much easier. To learn more about the Dream Team Builder program or to schedule a free, no-obligation consultation, click the appointment button or call us directly at 800-469-1871 ext 353.