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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.
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.
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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