How to Recruit Passive Job Seekers: A Guide for Finance & Accounting Leaders

The best candidates for your finance and accounting positions aren’t always looking for you—they’re already thriving in their current roles. These are the passive job seekers: professionals who aren’t actively searching for new opportunities but could be enticed by the right offer.

For organizations seeking top Finance & Accounting talent, unlocking this hidden pool can be transformative, offering a wealth of potential that is often overlooked.

At Oggi Talent, we specialize in connecting organizations with exceptional passive candidates. Here’s how you can tap into this elusive talent market—and why partnering with an executive search agency, with its wealth of experience and industry knowledge, is often the most effective strategy.

Understanding Passive Job Seekers

Who are passive job seekers? 

They are skilled professionals who are currently employed and not actively applying for jobs, but may be open to new opportunities if approached correctly. According to research, passive candidates comprise a significant portion of the workforce—some estimates put the number as high as 70%.

“Since passive candidates aren’t actively applying for new roles, organizations often rely on recruiters to proactively identify and connect with these professionals.”

Why Target Passive Job Seekers in Finance & Accounting?

• High-caliber talent: Passive candidates are often top performers, valued by their current employers, and less likely to be on the open market.
• Reduced training time: They typically require less onboarding and adapt quickly to new environments.
• Broader reach: Focusing on passive candidates expands your talent pool beyond those actively seeking new roles.

Proven Strategies to Recruit Passive Job Seekers

Networking and Relationship Building

Executive recruiters excel at building relationships within the industry—attending conferences, seminars, and networking events to connect with high-performing professionals. These relationships provide access to talent that isn’t visible on public job boards.

Referrals and Word-of-Mouth

Referrals remain a powerful tool. Recruiters often tap into their networks to ask for recommendations, uncovering candidates who may not otherwise consider a move.

Social Media Outreach

Platforms like LinkedIn are invaluable for identifying and reaching out to passive candidates. Recruiters use advanced search tools and targeted campaigns to connect with professionals who match your criteria. Features like LinkedIn’s “Open to Work” feature allows recruiters to approach candidates discreetly.

Personalized Direct Contact

Recruiters approach passive candidates with tailored messages, highlighting why a new opportunity aligns with their career goals. This personalized approach is essential for engaging candidates who aren’t actively looking.

Data-Driven Talent Mapping

Modern recruiters leverage data analytics to identify patterns in career progression, skill sets, and market trends, ensuring a precise match between the candidate and your organization’s needs.

Why Professional Recruiters Are Essential

While any organization can attempt to reach passive candidates, executive search agencies like Oggi Talent offer several advantages:

• Deep industry networks built over years of relationship-building.
• Expertise in candidate engagement to ensure a positive, confidential experience.
• Access to advanced tools and analytics for targeted sourcing.
• A proven process that saves time and delivers results, especially for hard-to-fill Finance & Accounting roles.

As Money.com notes, “Passive candidates are often the most qualified people for your open roles, but they’re also the hardest to find and recruit. That’s why many companies turn to professional recruiters who have the connections and expertise to reach them.” (“How to Find Passive Job Seekers”).

Final Thoughts

Unlocking the potential of passive job seekers requires a thoughtful, strategic approach. While internal efforts can yield results, the expertise and network of a professional executive search agency like Oggi Talent can make all the difference, especially in the specialized world of Finance & Accounting.

If you’re ready to elevate your hiring strategy and uncover the best passive candidates, consider partnering with Oggi Talent. We have the expertise, network, and industry insights to open doors to talent that would otherwise remain hidden. Don’t let the perfect candidate for your finance position slip through the cracks—partner with us and let us deliver results for you.

“The perfect candidate for your finance position might not even be on the job market… yet!”

FAQs About Recruiting Passive Job Seekers

Q: What is the difference between an active and a passive job seeker?

A: Active job seekers are looking for new roles and applying to job postings. Passive job seekers are currently employed and not searching, but may be open to new opportunities if approached.

Q: How do you approach passive candidates without being intrusive?

A: Start with a personalized message acknowledging their experience and explaining why you believe they’re a strong fit. Avoid aggressive tactics; instead, focus on building relationships and understanding their career goals.

Q: What percentage of the workforce are passive job seekers?

A: Estimates vary, but roughly 70% of professionals are considered passive job seekers, representing a vast pool of potential talent.

Q: How can companies keep passive candidates engaged during the hiring process?

A: Maintain regular, respectful communication. Be transparent about the process, flexible with interview scheduling, and provide clear information about the role and company culture.

Q: Are passive candidates more likely to accept counteroffers from their current employer?

A: While passive candidates bring unique advantages, they also pose certain risks. For instance, they may be more likely to accept counteroffers from their current employer because they weren’t actively seeking a new job. Understanding their motivations and addressing concerns early in the process can help mitigate these risks.