Some of the best people for your open role aren’t looking for a job. They’re already employed, doing good work somewhere else. These are passive candidates. And they make up a large part of the workforce, around 7 out of 10 people.
You won’t find them applying through job boards or chasing ads. But they might listen if you speak their language and show them a real opportunity. Finding and reaching them takes more effort, but it often pays off.
Here’s how to do it right.
Where to Find Passive Candidates
- Use LinkedIn
LinkedIn remains a strong place to spot passive professionals, not for blasting messages but for quietly identifying people based on what they do. Look at how long they’ve been in their roles, what projects they’ve shared, or what they comment on.
Use filters like:
- Industry and location.
- Job title or career level.
- Current company size.
- Shared connections or interests.
Once you find someone interesting, dig deeper. Look at their projects, tone, and career patterns.
- Employee Referrals
Some of the best referrals aren’t looking for jobs, but they’ll listen to someone they trust. Ask your team directly: “Is there someone you’d love to work with again?”
Those names often come with built-in credibility. You’re not selling the job—you’re inviting a conversation.
- Look at Where They Share Their Work
Great people show their skills online. Developers post code on GitHub. Designers upload projects to Behance or Dribbble. Marketers write on Substack or share campaign results on LinkedIn.
Pay attention to where your ideal candidates “live” online—not just where they list jobs.
How to Approach Passive Candidates?
Approaching a passive candidate is different from calling someone unemployed. They’re not job hunting. They don’t owe you their attention. So if you message them, you have to earn it.
- Skip the Generic Templates
Mention something real, like a talk they gave, a post they wrote, or a project they led. One line of fundamental research beats a long sales pitch.
Example: “I read your write-up on scaling teams. We’re seeing similar things here and thought your perspective was sharp. Would love to connect.”
- Be Honest About Why You’re Reaching Out
Don’t pretend like you’re just networking. Be clear that you have a role they might be a good fit for—but say you’re open to hearing their thoughts first.
Keep it low-pressure:
- No immediate call to action
- No forms or long processes
- Just a short chat
- Respect Their Time
If they’re not interested, don’t push. Thank them, keep their contact information, and move on. If they are curious, be ready with details that matter, such as a growth path, flexibility, and real challenges they’d solve.
Stay in Touch Without Being Annoying
Sometimes the answer is “not now.” That’s fine. Keep track of people who seemed like a good match. Send a follow-up every few months, maybe an update about your team, a product release, or a big milestone. They may not be ready now. But later? You’ll be the one who reached out before everyone else.
Conclusion
Hiring passive talent isn’t about quick wins. It’s about playing the long game. You’re not filling inboxes with messages, you’re starting real conversations. That takes more effort, but it brings in people who can raise the bar for your company. Don’t wait for top talent to knock. Knock for them, but knock smart.