Leveraging LinkedIn for Passive Candidate Outreach

LinkedIn passive candidate outreach is a complex task. But Leveraging LinkedIn for Passive Candidate Outreach is easy if you follow the tips given in this blog.

Recruiting is a difficult task; it’s even more challenging when reaching for passive candidates. Even though LinkedIn is a great place to hunt passive candidates, to find the best candidates, you’ve to follow some best practices. 

Because LinkedIn isn’t like you sign up and send messages to prospects, and they’ll accept your offer right away. You have to know and apply tricks and use LinkedIn in the best way possible to attract and find the right passive candidates. 

In this blog, you will discover tips on leveraging LinkedIn for passive candidate outreach, how to search for LinkedIn candidates, and more.  

What Is LinkedIn Passive Candidate Outreach 

Passive candidates are candidates or people who aren’t looking for/seeking jobs. And LinkedIn has hundreds of thousands of passive candidates who are qualified and best for industries.  

And LinkedIn passive candidate outreach means, as a recruiter or hiring manager, you’ll source, find out and approach them (candidates) with job offers and try your best to convince them to accept your offer.  

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How To Leverage LinkedIn For Passive Candidate Outreach?

Getting the full out of LinkedIn is complicated, especially when you’re outreaching out to passive candidates. 

So, what should you do to get maximum results from LinkedIn? Will only using premium recruitment tools from LinkedIn help you get the best from LinkedIn? 

The answer is simply NO; only using LinkedIn recruitment solutions won’t help you become a master at passive candidate sourcing and outreach.  

To use LinkedIn for passive candidate outreach, follow the tips below: 

Have a complete profile

The first step you should take as a hiring manager or recruiter before reaching out to any passive candidate is to make sure you have a stunning-looking and complete LinkedIn profile. 

Because when you try to reach a potential candidate, they’ll definitely check your profile and learn more about you as a recruiter! Yes, the same as you’d do as a recruiter. 

A complete profile should have a good profile photo, headline, summary, activities and a good number of connections/followers! 

First Impression

The first impression matters the most in candidate outreach, whether you’re messaging or sending an InMail to the candidate. How to have a good first impression? 

Make the message/InMail simple and short; tell them why you want them, how the company will be suitable for candidates, and why they’ll be an ideal match. 

Contact at the right time

Timing is also a big factor in passive candidate outreach. To get more responses from potential candidates, a recruiter or hiring manager should contact them at the right time. 

But what is the right time, and when should you contact them? According to various data and assessments from data analysts and recruiters, hiring managers should contact passive candidates between 8 am to 6 pm.

And as for the day, recruiters should avoid sending any InMails and messages on Friday, Saturday and other holidays. 

Don’t ghost candidates

Ghosting potential candidates is a terrible idea when recruiting. it will ruin your reputation and the image of your company. If you ghost potential candidates, they will stop applying and won’t trust you. 

So, what is ghosting, and what to do instead of ghosting a candidate? Ghosting means after engaging in repetitive contact with a candidate after they sent you (the recruiter or company) a resume, but all of a sudden, you stop texting, emailing, or receiving calls from the candidate.

When does a recruiter or hiring manager ghost a candidate? A recruiter or hiring manager primarily ghosts a candidate when they’re not interested in hiring them or didn’t meet the expectations during the interview. 

Rather than ghosting a candidate, be transparent; if you’re not hiring or want to move further with a candidate, just simply let them know and assure them that you’ll contact them in the future if they match or fit in other/similar roles. 

Customize the email/message

While approaching candidates by message or email, try not to be generic because generic emails and messages don’t attract candidates. In the message or email, talk about their achievements, skills, and how you think they could be an amazing fit for the role and company. 

Engage via phone call

Although one can decide whether to proceed with a candidate by messing or InMail responses, if you find the candidate a good match with some lackings, don’t wait! 

Ask them if and when they are available for a phone call. By having a conversation through a phone call, a recruiter can learn more about the candidate’s skills and capabilities. 

Moreover, it’s easier to convince a passive candidate to turn into an employer by phone calls, 

Build a strong network

In addition to reaching and making connections, you should also focus on building a strong network on LinkedIn. Building a strong network means you’ll only connect with fellow recruiters or with people who are solely responsible for hiring. 

Try to build a network consisting of colleagues, prospective candidates, and friends. Because when you have a strong network, there’s a probability of getting referrals. On top of that, when passive candidate sees that they’ve got a common connection with you, they are more likely to trust you with information and accept the job offer. 

Try to connect through the comment

The comment section is another excellent option to reach passive candidates. Most people share their career thoughts and willingness to work in certain industries through sharing videos, posts, or other means.

As a recruiter/ hiring manager, you can ask them, “I have an opportunity that fits you, and you might be interested in it. Let’s talk?”

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Unique Tips To Remember For Passive Candidate Outreach

Besides using the tips we’ve shared above, there are some other unconventional tips that you can use. These unique tips will help you gain fame. 

1. Offer good experience

Be it a phone call, message, or email, make sure the candidate gets a good experience with you. How to do so? Relatively easy to ensure that there are no hidden terms or conditions in the job description and provide updates on application status/progress. 

2. Mention the candidate’s ability

By talking about or mentioning passive candidates’ skills, you show them that you’ve taken the time to read their profiles and that they will be a valuable addition to your organization.

3. Stay in touch with the prospects

In the end, you may not select the passive candidate you’ve interviewed or selected, so what should you do then? Remove from connection? Instead, do your best to stay connected to them, ask for referrals, and build a solid relationship with them.