How to Engage Passive Candidates and Turn Interest into Action

Recruiters often dream of finding the perfect candidate – someone with the right skills, the right experience, and the right mindset. But here’s the challenge: the best candidates are rarely actively looking for a new job. They’re busy excelling in their current roles, not scrolling job boards or submitting applications.

So, how do you engage passive candidates in a way that moves them from mildly interested to excited and committed?

It starts with a mindset shift. Recruiting isn’t just about filling roles – it’s about understanding people, building trust, and guiding them through a decision-making journey. In this post, we’ll break down some of the most effective techniques for engaging passive candidates, inspired by Glen Cathey’s incredible “Engaging Passive Candidates with Empathy” course on the SocialTalent platform. And you won’t want to miss our free AI-Activities demo which will allow you to practice what you learn from Glen in real time!

1. Make It About Them, Not You

One of the biggest mistakes recruiters make when reaching out to passive candidates is leading with a company-first approach:

“Hi, we’re hiring for [role] at [company]. Are you interested?”

Instead, the focus should be on the candidate. What motivates them? What challenges are they facing in their current role? What are their career aspirations?

“I came across your profile and was really impressed by your experience in [area]. I’d love to hear what excites you about your work right now and what you’d ideally like to do next.”

By shifting the conversation from your needs to theirs, you build an authentic connection. Passive candidates aren’t actively searching, so they’re not motivated by a job opening alone. They’re motivated by opportunities that align with their goals and values.

How to Make It About the Candidate:

1. Ask open-ended questions: Instead of jumping straight to your pitch, start with:
   • “What’s the most rewarding part of your job right now?”
   • “If you could change one thing about your current role, what would it be?”
2. Actively listen: Candidates will give you valuable clues about what they want if you truly pay attention.
3. Mirror their language: Reflect back what they’ve shared.
   • “You mentioned wanting more leadership opportunities – this role offers direct mentorship over a growing team.”

When candidates feel understood, they’re far more likely to engage.

2. Master the Art of Elicitation

Some candidates hesitate to share too much too soon. They may be skeptical of recruiters or unsure about making a change. This is where elicitation – the art of drawing out information naturally – becomes a game-changer.

Rather than asking yes/no questions, use conversational techniques to uncover what truly matters to them.

Key Elicitation Techniques:

1. Ask forward-thinking questions.
   • “What’s the most important factor for you when considering a career move?”
2. Encourage comparisons.
   • “How does your current role compare to the ideal job you’d want?”
3. Gently challenge assumptions.
   • “If a great opportunity came along, would you at least be open to exploring it?”

By using elicitation, you help candidates realize their own motivations – sometimes before they even recognize them themselves.

3. Use Framing and Preloading to Shape Perceptions

Many passive candidates start the conversation with an automatic “I’m not looking.” But that doesn’t mean they’re not open to the right opportunity. The secret to changing their perspective? Framing and preloading.

What is Framing?

Framing is about presenting information in a way that resonates with the candidate’s worldview. If someone values career growth, frame your opportunity as a step up. If they care about flexibility, highlight the company’s approach to work-life balance.

“Imagine working on industry-defining projects with a team that prioritizes innovation and mentorship.”

What is Preloading?

Preloading is about setting expectations before they arise. For example, many candidates get counteroffers from their current employer. Instead of waiting for that moment to react, bring it up early:

“Many candidates in your position receive counteroffers. Have you thought about how you’d handle that?”

By helping candidates anticipate key decisions, you make them more prepared – and more committed – when the time comes.

4. Bring the Hiring Process to Life

One reason passive candidates hesitate? They don’t feel the reality of the opportunity. It’s all hypothetical – until you make it real.

How to Bring the Process to Life:

1. Set clear expectations. Instead of vague next steps, outline the process:
   • “If we move forward, I’d submit your details today, and the hiring manager may want to chat as early as tomorrow.”
2. Get them to picture the transition.
   • “If an offer came through, what would your ideal start date look like?”
3. Use real-life scenarios.
   • “Many candidates I’ve worked with initially weren’t planning to move, but once they saw how this role aligned with their goals, they realized it was the right step.”

The more tangible the process feels, the more likely they are to engage.

5. Build a Long-Term Relationship

Not every passive candidate will be ready today. But that doesn’t mean they won’t be ready six months from now. The best recruiters play the long game.

Relationship-Building Strategies:

• Stay in touch without always pitching a job. Send them an interesting article, congratulate them on a promotion, or check in to see how things are going.

• Be a career advisor, not just a recruiter. Offer insights on market trends or salary benchmarks.

• Follow up strategically. If they weren’t ready before, ask: “Last time we spoke, you were focused on [X]. Has anything changed since then?”

Recruiting isn’t a one-time transaction. It’s about nurturing relationships so that when the time is right, you’re the first person they think of.

Final Thoughts: Engage with Empathy, Not Just Opportunity

At its core, engaging passive candidates isn’t about convincing them to take a job. It’s about understanding them, aligning with their goals, and helping them make the best decision for their future.

The Formula for Success:

Use elicitation to uncover real motivations.
Make the hiring process feel real.
Build relationships that last beyond a single conversation.

By mastering these strategies, you’ll not only fill more roles – you’ll build trust, credibility, and long-term connections that make recruiting easier and more effective in the long run.

Put Your Skills to the Test with AI-Activities

Learning how to engage passive candidates is one thing – practicing it is another. 

With SocialTalent’s free AI-Activities demo, you can put your outreach skills to the test in a safe, interactive environment. Our AI coach will simulate real candidate conversations, provide instant feedback, and help you refine your approach before you reach out to real prospects. 

Ready to master elicitation, framing, and engagement? Try the AI-Activities demo now and sharpen your recruiting game!

CLICK HERE

The post How to Engage Passive Candidates and Turn Interest into Action appeared first on SocialTalent.