To a recruiter, passive candidates may seem like a golden opportunity to attract a professional with a strong sense of loyalty and above-board skills. The hardest part is often connecting with the elusive candidate without being too “sales” oriented. While it is possible to accomplish this on social networking sites like LinkedIn, recruiters must still tread carefully so that they do not scare off, intimidate, or – worse yet – annoy a passive candidate.

Many recruiters have equated passive candidate attraction to the dating world. You may like what you see, but taking that first step and talking to the passive candidate is the hardest. Failure to take action could mean losing a valuable person. Coming on too strong could ruin any chance you had to begin with.

Try these suggestions for reaching out to passive candidates and getting them to respond in a positive way.

Put yourself in the candidate’s shoes

What is it that you’re actually sending to passive candidates? If you’re not sure of how your initial messages may appear to a candidate, take the time to send a message to yourself – wait 24 hours, and then read it to get an initial impression.  Remember: These are people who are not actively looking for work opportunities, however with the right offer they may consider at least talking with you. Your initial communication with a passive candidate must be respectful of their time, and not overly pushy.

Explain who you are

Getting a message from an unknown source can be creepy to anyone. Be sure to explain in a non-threatening way who you are and why you were contacting a passive candidate. Keep your message warm and friendly. Make sure all of your social profiles are up-to-date, including your cover photo profile information and any open positions you are recruiting for. Remember: A candidate will immediately start searching for you online, so you want to shine in the best light.

Be complementary and specific

When a passive job seeker reviews your message, they will be able to tell immediately if it is a form letter or if you wrote it specifically to them. Review the candidate’s background carefully and compliment specific achievements that they’ve made. Recognize their value to appeal to their ego. If you have a common connection, make sure you indicate this in the message. Keep the message concise and discreet. Include your direct contact information. Let the candidate know you will be checking back with them within a specified amount of time.

Invite the candidate to self-schedule

Thanks to modern scheduling calendar software, it’s possible to invite the candidate to select a time that is convenient for them to talk with you about the career opportunity. This call to action can be very effective in getting a passive candidate to respond to your request. Clearly state that you want to find out what their career goals are and how you can help them accomplish this. This should appeal to any passive candidate who may be thinking about a career change in the near future.

Casey Accounting & Finance Resources, a winner of Inavero’s Best of Staffing® Client Award for the second consecutive year, can help your company meet all of its financial staffing needs.  From a recent survey, the feedback we received was: “I am pleased with the professional service provided by Casey Accounting & Finance Resources.”  Contact our award-winning team of financial recruiters today to get started!