What Does (and Doesn’t) Motivate Passive Candidates: Five Key Factors

May 29, 2012

You meet with your hiring manager, sharing a dozen LinkedIn profiles that could be a fit for the vacancy on her team. Together you whittle down the list to the four that really stand out. You’re ready to reach out and strike up a conversation… but how can you tell what these top professionals really want in their next career?

Our research shows that on balance, passive candidates care disproportionately more or less about certain factors than their actively job-seeking counterparts. Through that research, five factors stand out as major points of differentiation. These factors have a bearing on how you might approach passive candidates.

View the full-size infographic "Getting to Know Passive Talent" here

 


See more details at  http://talent.linkedin.com/passivetalent/infographic1

These findings correlate with several of the best practices we unearthed when interviewing LinkedIn Recruiting Solutions customers with the highest response rates using InMail, LinkedIn’s messaging tool, to engage passive candidates:

•         James Dowling of Centrica steers the conversation away from overly specific job descriptions
•         Camila Tartari from ThoughtWorks leverages her entire team to identify best-fit candidates
•        Coming soon: Jon Lynch of AKQA improves his long-term chances by listening, even if the initial answer is ‘no’

Are you putting your best foot forward with passive candidates? Check out our top ten tips for success, and share your own tips by tweeting with the hashtag #passivetalent.

Note: findings based on a 2011 survey of over 3,300 global professionals

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