How to recruit passive candidates for global development jobs

Statistics show that the vast majority of job seekers — roughly 75-80 percent — are what could be called “passive.” That means they are not actively looking for a job: They may be too busy to pay attention to jobs boards, out on a field assignment, wrapping up a proposal or in back-to-back meetings with donors. So while job postings can help attract more active candidates and keep your organization’s name on their radar, relying solely on these ads is missing out on a big percentage of the market — and often some of the best and brightest talent. For international development recruiters who oftentimes need to field candidates immediately to respond to an emergency or to replace a burnt-out field worker, it is useful to have a system of tracking passive candidates that can be contacted on the spot and may be ready for assignments. Here are some tips for uncovering, engaging and winning over passive candidates for international development positions: Search for candidates in the Devex People database The Devex People database includes profiles of more than of 500,000 professionals, a majority of whom are passive and not actively searching the jobs board. Do not overlook skimpy profiles Many passive candidates have not taken time to flesh out all of their skills and experience. Or they join Devex with a “networking” profile — sometimes to avoid tipping off their employer — which has less content than our job seeker profiles. This doesn’t necessarily mean they wouldn’t be interested in a job or potentially have the skills you seek. Look at the references of candidates who are too junior or not available Many profiles on the Devex website list professional references including full names, title and contact information (these are available only to Recruitment Account users). While a certain candidate might not be right for the role, their previous supervisors may be. Get to know the candidate’s world One of the biggest complaints my colleagues and I hear from candidates, especially those who are passive, is that the recruiter doesn’t truly understand their area of expertise. Use sources like Devex News to get immersed in the candidate’s world so you can present yourself as subject matter expert, not just an out-of-touch recruiter. Start a dialogue Don’t just send a job description and ask if they are interested. If they say no, then the conversation often ends. Instead, ask to arrange a phone call to discuss their expertise or their career goals. Recruiting passive candidates is about creating relationships, not just trying to fill the positions open today. Understand it’s a two-way street You’ll need to impress passive candidates, in particular, as much as they should impress you. Share a recent report from your company that falls within the candidate’s areas of interest. Invite them to events or seminars hosted by your organization. Respond timely to emails and phone calls. Keep track of your organizations’ history with a candidate Use tools like DevHire to keep records on past discussions you or your colleagues have had with a candidate. Then, when you reach out again, you can ask how their children are doing, how the recent assignment in Mali went, or know when a contract is almost up and they may be looking again. Nothing turns off a passive candidate more than when they feel like they have to “reintroduce” themselves to the same organization over and over. Use the ‘Favorites’ feature on Devex With this feature, you can create pipelines of candidates in folders for various sectors and functions. Or, use DevHire to add notes and collaborate with colleagues. Engage with your pipeline throughout the year not just when you have a job opening or need to put someone on a proposal. That way, when you need to reach out, they will be warm leads. Think long-term with relationships Today, they may be too junior or not a fit with your current project portfolio. But in a few years, they may be a top potential recruit. Or you may win a new project and have different expertise needs. Ask colleagues to forward resumes or contact information from the best people they know in their networks Using a service like DevHire, you can store, organize and tag these potential recruits or referral resources that may not be registering on Devex or other external databases. Got a question about the Devex website or the benefits of signing up for a Devex recruitment account? Email info@devex.com or tweet me at @DevexCareers. Read more: - How you may be writing job ads all wrong - Proposal recruitment on a tight budget: Tips and tricks - The Devex jobs board: Global development recruitment made easier