Why You Need to Passively Source to Find the Best Talent

When your organization has an open position, the usual response is to post a job description and wait for applications to roll in. However, since COVID, the job market has changed dramatically. With over 15 years of hiring experience, I can count on one hand the number of top-tier candidates I’ve secured through traditional applications. In fact, 95% of my hires have come from headhunting or passive sourcing.

To attract higher-quality candidates, you need to actively reach out to potential talent. Passive candidates are typically highly skilled and successful in their current roles, often content where they are. Yet, they may be open to new opportunities that align with their career aspirations.Sourcing passive talent can significantly elevate the quality of your candidate pool because you're targeting individuals who already have a proven track record in their fields. One of the main advantages of passive sourcing is that it gives you access to a much larger talent pool than those actively seeking jobs. By not solely relying on job seekers, you open your organization to a broader range of qualified individuals who might not have applied otherwise.

Instead of hoping one of the applicants meets the criteria, you can directly target prospects with the specific skill sets and experiences you—and the hiring manager—are looking for. If you wait for underrepresented talent to fill your pipeline, you might find yourself waiting a long time. By actively recruiting passive candidates, you can set diversity benchmarks tailored to your organization and take concrete steps to expand your talent pool in line with those goals.

While active candidates can still play a role in your hiring strategy, successfully engaging both active and passive talent requires different approaches. Passive candidates often have the luxury of being selective in their job search; they’re not just looking for the first offer that comes their way. They want a company that aligns with their values, offers a better work-life balance, and provides opportunities for professional growth.

Attracting passive candidates may seem daunting, given the multiple factors involved, but it’s well worth the effort. This approach allows you to find individuals who share your company’s values, ultimately contributing to a positive culture, improved team dynamics, and higher retention rates.

In today’s competitive landscape, passive sourcing isn’t just a strategy; it’s essential for finding the best talent available. By broadening your search and being proactive, you’ll set your organization up for long-term success.