Look for people who are listed as References on an active candidate's resume.
This is a repeat, but referrals are the #1 way to find the most passive candidates. Here are a few tips:
Referrals:
1. Tap all new hires as they come into the firm, "Congratulations on accepting our offer, we are still hiring in other areas...who do you know?" 2. Follow-up with new hires for referrals 1 month after they start. After they settle in a big, they may be more inclined to refer friends.
3. Run special contests featuring an employee referral bonus (raffle ticket for a nice prize for each person referred etc.)
4. Don't keep the employee referral program a secret. Regular reminders that referrals are important to the company are a good thing.
4. Try to get referrals from all sources: rejected candidates, candidates that withdraw because they accept another opportunity etc.
5. Blogs, Professional networking, job fairs, social circles, spiritual gatherings!!
Resume finding Tips:
These are some tips from researches about your important question:
1. Use referral programs . Ask your best people to identify the best people they've worked with in the past. Referrals are the number one way to identify them as well as establish contact. Determine their interest level and if they are what you need. If you don't have a match, ask them for other respected names.
2. Create an enticing work description. You need to pique the interest of a candidate who is not looking for a position but may be interested in an excellent career opportunity. This means you must say the right thing and create a description that has a WOW factor.
3. Identify their pain . Diligent and high caliber workers often don't even know they have pain regarding their employment or employer. Educate them on where they are with respect to the skill sets and compensation of others in their same industry. Educate them on new emerging technologies and industries in their niche. This type of information can lead to a light bulb moment.
4. Shift your focus from “What can you do for me?” to “What can we do for you?” Show them how your company recognizes top performers and promotes them. Discuss the benefits of your company culture and managerial style. Offer excellent training programs, incentives, higher earning power, etc.
5. Contact reputable search firms. Respected and ethical search firms specializing in your industry will have the latest resources and tools specifically designed to target passive candidates. Their industry connections and process can save you time and money.
First of all it is important to understand that recruiting is sales. Then you need to source potential candidates through referrals, LinkedIn, Tweets on Twitter that have substance, Monster archives (as someone has already mentioned), Google, even over-hearing conversations at lunch where professionals congregate. In other words the passive candidates are everywhere.
Then you need to build a relationship with them so they trust you. Always maintain that trust. The recruiting world is littered with failed recruiters who broke that trust.
Since you now have a foundation of trust, you may approach them. It is more time consuming than simply snagging a resume that comes to you, but the good ones are certainly worth the time.
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