Most companies spend their time chasing active job seekers—people scrolling job boards, tweaking CVs, and applying left, right, and centre. But what about the passive job seekers? The ones who are currently employed, comfortable, and not desperately looking—but would move for the right opportunity?
These can sometimes be the best candidates, and getting their attention isn’t as simple as posting a job ad and hoping they stumble across it. You need to sell the opportunity, not just list the job. Here’s how.
1. Stop Writing Boring Job Descriptions
Most job descriptions aren't inspiring. “We’re looking for a motivated self-starter to join our dynamic team…” — you and every other employer. Passive candidates aren’t looking, so if they come across your job, it needs to grab them instantly. Focus on what makes the role exciting, what impact they’ll have, and why they’d want to leave their current job for it. For more advice on this topic, check out our blog on How to Write Job Descriptions That Attract Top Talent
2. Make Your Employer Brand Un-ignorable
Passive candidates aren’t job-hunting, but they are watching. They’re scrolling LinkedIn, reading industry news, and hearing what people say about different companies.
Share real stories about employees thriving in your company.
Showcase career growth—no one leaves a job they’re comfortable in for a dead-end move.
Be human. If your brand feels like a faceless corporation, you’ve already lost them.
3. Get Social (Beyond Job Posts)
People don’t go on LinkedIn to browse job listings all day. They go to network, learn, and engage with content. If your company is only showing up when you have a vacancy, you’re missing a trick.
Post about industry trends, company culture, and team successes.
Engage with potential candidates before you need them—comment on their posts, congratulate them on achievements, be present.
Make it easy for people to imagine working with you.
4. Leverage Your Existing Team
Referrals are gold. Your current employees know talented people in their industry. If you’re hiring, make sure your team knows about it.
Offer referral incentives (money talks).
Encourage them to share job openings with their networks.
Help them articulate what makes your company a great place to work.
5. Work with a Recruitment Agency (*cough, cough* VANRATH *cough, cough*)
Passive candidates are tricky to engage because they’re not looking. That’s where specialist recruiters (like us) come in. We have established relationships with top talent who aren’t scanning job boards but are open to the right opportunity.
We do the heavy lifting—identifying, engaging, and convincing these high-calibre professionals that your opportunity is worth a conversation. And trust us, that’s half the battle. (You can reach us at hello@vanrath.com or (028) 9033 0250)
Make It Worth Their While
Attracting passive job seekers isn’t about luck. It’s about making your company impossible to ignore, your opportunities too good to pass up, and your hiring strategy more than just a job ad. If you can do that, you’ll secure the best talent out there.
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