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4 Stats About Passive Candidates You Need to Know

Post by Rich Moy on Feb 21, 2017 12:00:00 PM

Meeting your hiring goals this year will require (yes, require) you to recruit and engage with passive candidates. It’s no secret that the competition to hire the best developers is fierce, and a majority of developers already have jobs. This might make it seem intimidating to reach out to a programmer who isn’t actively looking for a new job, but here are a few statistics will give you the motivation to shift more of your attention to recruiting passive candidates.

What Passive Tech Candidates Really Want From Recruiters

Post by Rich Moy on May 5, 2016 12:00:00 PM

The excitement of finding an incredible passive candidate is a feeling I still remember from my time as a recruiter. “This is the perfect candidate,” I always thought, “This person needs to know that their current job is so much more annoying than what they’d get to do here!” While I knew what would be in it for me, it was easy to lose sight of what every passive candidate I found might be looking for in not only a new opportunity but also what he or she might want out of their interactions with a recruiter. To help you connect with developers who aren’t actively looking for new jobs, use these tips to give passive tech candidates what they want.

3 Ways to Keep Passive Tech Talent From Ignoring You

Post by Rich Moy on Apr 18, 2016 12:00:00 PM

Because the majority of developers aren’t actively looking for jobs, recruiters are under a lot of pressure to stay engaged with the passive tech candidates that are currently in the pipeline. Keeping those developers interested in continuing the conversation takes much more than the occasional email blast about the tech openings you’re trying to fill. While many recruiters understand the value in maintaining contact with passive tech candidates, it’s often a challenge to craft recruitment emails that make developers excited to respond. Before you lose a talented developer to another company, here are a few things to keep in mind when you engage with passive tech talent.

3 Habits Every Tech Recruiter Needs to Attract Passive Candidates

Post by Rich Moy on Mar 24, 2016 12:00:00 PM

Tech hiring hasn’t gotten any easier in 2016. In fact, 91% of the developers we surveyed this year told us they’re gainfully employed. It’s clear that a majority of candidates you’ll reach out to won’t be actively searching for a new job, but there are some best practices for recruiting passive candidates that aren’t always as obvious. With competition for tech talent as fierce as ever, which of these best practices are the most effective tech recruiters turning into habits?

What Passive and Active Really Means for Developer Candidates

Post by Rich Moy on Nov 3, 2015 1:00:00 PM

When I was recruiting social workers and fundraisers, I was generally able to assume that the definitions of active and passive candidates were fairly straightforward. Active candidates were the ones who came to me, while passive candidates were people I had identified either online or at meetups as potentially great fits for the roles I was working on. Some of the tenets of that kind of thinking are very much true when it comes to hiring developers, but the definitions of active and passive tech candidates are much different than they are for many other roles.

Because of this, your approach to recruiting an active or a passive developer should also be much different than it is when you hire non-technical talent. Based on what we know about how developers of all backgrounds approach the job search, here’s what you should understand about the mindsets of active and passive tech candidates.

How to Interview Active vs. Passive Candidates

Post by Rich Moy on Oct 28, 2015 1:00:00 PM

If you’ve ever walked away from an interview with a programmer wondering if you could have structured it differently, you’re not alone. Recruiters are always looking for new ways to engage candidates, especially when it comes to handling conversations with those who are actively searching, and especially with programmers who aren’t quite as keen on leaving their current posts. We spoke to a few recruiters here at Stack Overflow for their thoughts on how to go about interviewing active and passive tech candidates. Here’s what they had to say.

How to Recruit a Passive Candidate

Post by Erin Gray on Oct 31, 2013 10:51:00 PM

At Stack Overflow, we encourage transparency. You will have the best chance of receiving a positive response from a candidate if you are clear and upfront from the start. In this competitive recruiting environment, it is not enough to just send a vague, two-sentence note. Instead, tell the candidates a bit about the role, explain what your company is like and most importantly, give them a reason to be interested – especially if they are already employed. Here’s how.

Start Smart: 4 Ways to Get Passive Candidates to Read Your First Message

Remember how your brothers and sisters owned all of the best toys when you were younger? As a recruiter, I feel the same way when I look for candidates—other companies already own the best ones. The smartest, most talented individuals don’t actively need to look for news jobs because their current employers keep them engaged, challenged, and well-compensated. The perfect candidates won’t just fall into your lap, so you need to go out and get them.

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