Passive candidates aren’t actively job hunting but may consider new opportunities that align with their career goals and values. They may be candidates who applied to work at your organization previously, recent graduates, or someone who has been working at the same organization long-term.
This year there has been a shortage of viable talent in specialized fields like in AI or tech-related roles. Sourcing passive candidates gives you access to new talent pools faster than starting the search from scratch.
AI tools offer strategies to find and hire passive candidates, filling talent gaps faster than traditional methods. This post will explore different strategies for using AI to find and source passive candidates.
Why use AI to find passive candidates?
Recruiting passive candidates is somewhat less straightforward than an active candidate search. Using AI tools streamlines the process by automating repetitive tasks, personalizing outreach communication, and using analytics to improve the accuracy of candidate searches. Combining passive candidate sourcing with AI technology helps you find better candidates more quickly.
- Improved efficiency and speed: AI automates time-consuming tasks like scanning profiles and sending initial outreach emails. That frees up your time as a hiring manager for more important tasks like interviewing candidates and relationship-building
- Personalized engagement: AI candidate sourcing tools can create highly personalized communication for candidates once they’ve analyzed their profiles and online interactions. They can use that information to tailor their messaging to resonate with each candidate’s specific experience and career goals
- Broader talent pool: With AI candidate sourcing, you can reach out to passive candidates across multiple platforms at once e.g. LinkedIn, GitHub, and industry-specific career websites. That gives you a wider range of sources to recruit from and improves your chances of finding qualified candidates over more traditional methods
