What is Passive Talent and How to Source It
By Jen Goldman & Patti Dorsey, Bolster
Summer 2023
There are generally two types of job seekers – active and passive. The main difference between active and passive talent lies in their level of engagement in the job market.
Active talent refers to individuals who are actively seeking new job opportunities or a change in their current employment situation and are actively engaged in the job market. These candidates are actively applying for jobs, networking, and reaching out to potential employers.
On the other hand, passive talent refers to individuals who are currently employed and not actively searching for new job opportunities. These candidates may be content in their current roles or not actively seeking a change. They may be open to new opportunities if presented with the right offer or if approached by recruiters or employers.
Sourcing and attracting passive talent requires a more proactive approach and the utilization of various channels and strategies. Here are some effective methods to source passive talent beyond your immediate network:
LinkedIn and professional networking sites: LinkedIn is a powerful platform for sourcing passive talent. Utilize advanced search filters to identify professionals with the desired skills and experience in your industry. Connect with them and send personalized messages to express your interest in exploring potential opportunities.
Online communities and forums: Engage with online communities and forums relevant to your industry. Participate in discussions, contribute valuable insights, and establish yourself as a knowledgeable and respected member. This can attract the attention of passive talent who may be lurking in those communities.
Social media platforms: Leverage social media platforms like Twitter, Facebook, and Instagram to showcase your company culture, values, and job opportunities. Share engaging content, including industry insights, company updates, and employee success stories. Passive candidates who follow your social media accounts may become interested in your organization.
Talent databases and platforms: Utilize internal and external talent databases, job boards, and recruitment platforms that specialize in connecting employers with passive candidates. These platforms often allow you to search for and contact professionals who have indicated an interest in considering new opportunities.
Industry events and conferences: Attend industry-specific events, conferences, and trade shows where professionals from your target talent pool are likely to be present. Engage in conversations, build connections, and express your interest in potential candidates who may not be actively job searching.
Referrals and recommendations: Leverage your existing network and ask for referrals and recommendations from colleagues, employees, business partners, and industry contacts. They may be aware of passive candidates who could be a good fit for your organization. Consider offering an employee referral incentive for anyone who refers a candidate that gets hired.
Alumni networks: Tap into alumni networks of educational institutions or former employers. Alumni often have a strong connection to their alma mater or previous organizations and may be open to exploring new opportunities.
Direct sourcing: Identify potential passive candidates through research, industry publications, professional directories, and company websites. Reach out to them directly with a personalized message highlighting why you believe they would be a good fit for your organization.
Remember to approach passive candidates with respect and provide a compelling value proposition of why they should consider your organization. Highlight the unique opportunities, challenges, and benefits your organization offers to pique their interest and increase the chances of engaging in further discussions.
Bolster is an on-demand executive talent marketplace that helps accelerate companies’ growth by connecting them with experienced, highly vetted executives for full-time, interim, fractional, advisory, project-based, or board roles. Jen Goldman is Co-Founder & Head of Talent Acquisition & Member Supply and Patti Dorsey is an Executive Recruiter. Learn more about Bolster here.
This post is part of the America Achieves Talent Summer Series. America Achieves is a national nonprofit organization founded in 2011 to strengthen democracy by building educational bridges to the middle class and re-establishing the link between work and opportunity.
In early 2023, America Achieves selected Bolster, Edgility Consulting and LER Consultants (LER) and DGW Consulting Group (DGWCG), all nationally recognized talent sourcing and executive leadership firms, to participate in a philanthropically funded national talent pipeline pilot project known as the Collective Impact Talent Initiative. The Collective Impact Talent Initiative builds upon America Achieves’ work with equity-centered economic growth and workforce regional coalitions through the Commerce Department’s Build Back Better Challenge and Good Jobs Challenge, both of which were part of the Biden Administration’s American Rescue Plan. The Collective Impact Talent initiative, with its partners, provides inclusive, place-based regional coalitions from across the country, from upstate New York and Central Valley California, to Virginia and Texas, among others, with individualized and capacity-building support to source, recruit and hire the key diverse talent needed to drive the regional coalitions’ innovative and bold visions of equity-centered economic growth and workforce development. The Collective Impact Talent Initiative is grounded in the belief that coalitions and their work are only as good as their teams and people. You can learn more about the Collective Impact Talent Initiative by going to catalyzeblog.americaachieves.org/talent_initiative or by emailing catalyze@americaachieves.org.
