As discussed, the goal of of sourcing passive candidates is to build relationships with highly skilled pools of talent. You usually won’t find passive candidate resumes online, and engagement requires a strategic and thoughtful approach. So, what can you do?
First, it’s important to build your pool, and in turn, your network. A great way to be successful is name generation. While resumes are nearly impossible to find, names are not. You know your target candidate, and you know the companies where they work. In it’s simplest form, creating an excel spreadsheet with columns of name, title, company, location, and contact info is a great start.
Use all the channels possible to build your pool; LinkedIn, associations, conferences, company websites, and universities, just to name a few. Put every name you find that is attached to the target industry and expertise for which you’re looking on the list. It can’t hurt to have more than you need when building a pool for passive sourcing.
With your list or ‘talent pool’ complete, you can begin to engage. You can start with your primary targets, or folks you know wouldn’t be an exact fit, but could be a great referral source. Modify your email or message for each set of candidates, requesting their expertise to identify the extremely niche skill set you seek.
More often than not, people are willing to help, point you in a good direction, or even have a colleague who would be interested that you missed. It’s important to be thorough and resilient when sourcing passive candidates, traits that will set you apart from every other sourcer or recruiter in the war for talent.