Latent jobseekers: The hidden power in your recruitment strategy

In today's tight labour market, it is essential to look beyond active jobseekers. An often overlooked, but very valuable group, are the latent jobseekers. These professionals are not actively looking for a new job, but are open to interesting opportunities. Targeting this group effectively can significantly strengthen your recruitment strategy.

Who are latent jobseekers?

Latent jobseekers are professionals who are satisfied in their current job, but are open to new opportunities if they match their ambitions and values. In the Netherlands, according to research by Intelligence Group, 12% of the workforce is actively looking for a job, while 43% is considered latently looking for work. This means that the group of latent jobseekers is more than three times larger than the active seekers.

Why target latent jobseekers?

Approaching latent jobseekers offers several advantages:

• Quality of candidates: These professionals are often experienced and have the necessary skills. Because they are not urgently looking, they make an informed choice, which can lead to a better match.​
• Stable career: These professionals usually have stable careers and bring valuable experience.​
• Larger talent pool: By targeting this group, you significantly increase the pool of potential candidates, which is especially crucial in scarce sectors.​

Strategies to attract latent jobseekers

Effectively reaching latent jobseekers requires a customised approach:

1. Avoid direct calls

   Phrases like "View our vacancies" are too direct for this group. They are not actively looking yet and may be put off by this. Instead, focus on inspiring content that matches their interests and motivations, introducing them to your organisation in a subtle way.

2. Focus on values and impact

   Instead of listing job requirements, highlight what makes the work valuable and what impact they can have within your organisation. Latent jobseekers are interested in the significance and contribution they can make, which motivates them for the long term.

3. Capitalise on future prospects

   Latent jobseekers are often satisfied with their current job. To convince them, you need to offer more than just an attractive job for now. Show them how they can develop within your organisation and what their career could look like in the long term.

4. Use of social media and networking

   Latent jobseekers are active on platforms like LinkedIn, but not necessarily looking for jobs. By sharing valuable content and participating in relevant discussions, you can attract their attention. In addition, current employees can recommend potential candidates, which often leads to quality matches.

5. Build a strong employer brand

   Attractive employer branding ensures that latent jobseekers remember your organisation when they are ready for a new step. Communicate clearly what you stand for as a company, your values and how you contribute to employee development.

6. Adapt the application process

   Flexibility is important in the application process, especially when approaching latent job seekers. Offer multiple application options, such as video interviews outside working hours or invitations for an informal meeting at a time and location convenient for both of you.

Conclusion

Latent jobseekers represent a valuable but often untapped source of talent. By adapting your recruitment strategy and approaching this target group in the right way, you increase the chances of finding the perfect match for your organisation. In a competitive labour market, it is essential to look beyond active seekers and harness the potential of latent job seekers.

Wondering how to reach these professionals effectively? Find out how we can help you optimise your recruitment strategy. Let's get in touch!