Passive candidates aren’t actively job hunting but may consider new opportunities that align with their career goals and values. They may be candidates who applied to work at your organization previously, recent graduates, or someone who has been working at the same organization long-term.

This year there has been a shortage of viable talent in specialized fields like in AI or tech-related roles. Sourcing passive candidates gives you access to new talent pools faster than starting the search from scratch.

AI tools offer strategies to find and hire passive candidates, filling talent gaps faster than traditional methods. This post will explore different strategies for using AI to find and source passive candidates.

Why use AI to find passive candidates?

Recruiting passive candidates is somewhat less straightforward than an active candidate search. Using AI tools streamlines the process by automating repetitive tasks, personalizing outreach communication, and using analytics to improve the accuracy of candidate searches. Combining passive candidate sourcing with AI technology helps you find better candidates more quickly.

• Improved efficiency and speed: AI automates time-consuming tasks like scanning profiles and sending initial outreach emails. That frees up your time as a hiring manager for more important tasks like interviewing candidates and relationship-building

• Personalized engagement: AI candidate sourcing tools can create highly personalized communication for candidates once they’ve analyzed their profiles and online interactions. They can use that information to tailor their messaging to resonate with each candidate’s specific experience and career goals

• Broader talent pool: With AI candidate sourcing, you can reach out to passive candidates across multiple platforms at once e.g. LinkedIn, GitHub, and industry-specific career websites.  That gives you a wider range of sources to recruit from and improves your chances of finding qualified candidates over more traditional methods

• Scalability: When you’re hiring for multiple roles are need to hire a lot of people in a short amount of time, AI passive candidate sourcing can scale to meet demand. That way you can give individualized attention during the hiring process and make it easier to handle large volumes of candidates
• Data-driven insights: AI tools can help you optimize your recruiting strategies and figure out what works and what doesn’t. That insight can improve your approach and lead to better hiring outcomes over time

More hiring teams are using AI tools to enhance their hiring processes, and there’s a reason for that. Using AI to fill your passive candidate pipelines can reduce your time-to-hire and find better candidates in less time. 37% of jobs use at least one AI-sourced candidate, and 32% of AI-sourced passive candidates go on to the next stage of interviews.

Lucas Botzen, an HR expert and CEO at Rivermate, reaffirms how AI saves HR teams time and energy in searching for the right candidate.

“It automates the first steps of the hiring process, freeing HR teams to concentrate more on engaging such high-potential people rather than rummaging through mounds of data,” says Lucas. “Moreover, AI can detect hidden talent not apparent in traditional recruitment processes, making the funnel of potential hires larger and thereby increasing the possibilities to get the right person for the job.”

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