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 when 327,475 people in tech were laid off from Q1 2022 to Q2 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. XX 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.

At the same time, tech workers are motivated by the work they do and the contributions they offer, rather than the company they work for. This means that they’re more likely to change employers than workers in other industries, to pursue a better career option.

Because of the recent layoffs in the big tech companies, stability jumped to the top of the list of motivating factors a tech worker is looking for in 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 for a new opportunity. 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. Almost 75% of candidates will research an employer’s brand before applying for a role. A sloppy online presence is hard to overcome. Be sure that your social media and website are up to date. Candidates are twice as likely to accept cold emails if they have positively interacted with your brand before.

Over 84% of companies use social media to identify passive candidates. Platforms like LinkedIn, GitHub, and Stack Overflow are goldmines 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. Utilize your applicant tracking system to keep track of your interactions.

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. Provide them with resources, foster a welcoming environment, and integrate them into the company culture. This can improve new hire retention by 82%. And 69% of employees are more likely to stay with a company for more than 3 years if they experience a great onboarding process.

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.

Photo by Microsoft 365 on Unsplash