The Right Way to Approach Passive Tech Talent in Active Sourcing
With the thriving technology market and the ongoing labor shortage, recruiters need to increasingly reach out to passive candidates.
When it comes to these passive candidates, the biggest hurdle is the first contact, where recruiters often fall short and get lost in a sea of other spammy-sounding messages. And how can you recruit successfully if you can't even get these potential candidates to open a message?
Instead of spending all your time in other parts of the funnel, bypass the obvious mistakes that plague most recruiters. Here's what to watch out for (and what to avoid altogether):
REFRAIN FROM...
... sending anything that resembles a mass email (or anything that makes it seem like they're one of many candidates receiving your message). Passive tech professionals work hard. They are busy and aware of their value. The candidates you want are not interested in connecting with others,like them.
... it to your passive candidates to send them a traditional job description or attachment that you expect them to send. The key word here is "passive." These tech pros probably have jobs, maybe even jobs they like.
... it to ask them to check out your career site or apply online. This niche talent pool receives a number of messages every day encouraging everyone to look at generic job ads and apply online.
...asking the technical talent if they are a rock star, ninja or superstar. They are. Otherwise, you wouldn't bother talking to them in hopes of finding your next employee. Besides, they've certainly heard all these clichés before, probably more than once. It probably didn't work then, and it's even less likely to work now.
... it's flooding the technical talent from the get-go. Yes we know you have a lot to say but if you are expecting a response to your first and only message you will probably be disappointed.
YOU SHOULD..
... prepare. If you script a blank mass message, you won't get anywhere. Instead, read up on the role in question, have the right conversations with hiring managers, and talk to people in similar positions to learn more about specific responsibilities and duties. Make sure you refer back to this information when writing the message. Technical roles are not one-size-fits-all, so your communication style may not be either.
... practice personalization. If you want to impress, you must first show that you are aware of the candidate's skills and abilities. Show that you are willing to encourage the candidate's advancement and career growth. Work to generate interest and get a response.
... show some flexibility. If one of these passive tech candidates accepts an invitation, try to bypass your standard procedure and speed up the process.
... skip the platitudes - tech candidates will see right through you. Instead, evoke common connections or mutual interests. Look for something that will actually drive the conversation and give candidates a reason to interact with you.
... tailor your message to your medium. Maybe you want to send an email - maybe you plan to tweet. In either case, create an outline that highlights your strengths before hitting send. Customize each message to the channel you're using and edit as needed.
Conclusion
Remember, your goal is to start a two-way communication with just a few sentences. Oh, and always check to make sure you have the right name and background information. The little things can make a big difference...and first impressions count!
