How can you effectively negotiate with passive candidates?

1 Identify their motivations

Before you start negotiating with a passive candidate, you need to understand what motivates them to consider a change. Is it the salary, the benefits, the culture, the mission, the growth potential, or something else? You can find out their motivations by asking open-ended questions, listening carefully, and showing genuine interest in their career goals and aspirations. By identifying their motivations, you can tailor your offer and pitch to align with their values and needs.

3 Create a sense of urgency

Another key step in negotiating with passive candidates is to create a sense of urgency. Unlike active job seekers, passive candidates may not have a pressing need to make a decision, and may be tempted to delay or explore other options. You can create a sense of urgency by setting clear deadlines, communicating the consequences of not accepting your offer, and creating scarcity or competition. For example, you can tell them that you have a limited number of slots, that you are interviewing other qualified candidates, or that you have a fast-growing and dynamic business that requires quick action.

4 Address their concerns

Negotiating with passive candidates also involves addressing their concerns and overcoming their objections. Passive candidates may have concerns about leaving their current job, relocating, changing their lifestyle, or adapting to a new environment. You can address their concerns by acknowledging them, providing information, offering solutions, or presenting alternatives. For example, you can offer them a trial period, a flexible schedule, a relocation package, or a mentorship program to ease their transition and reduce their risks.

5 Negotiate the terms

Once you have addressed their concerns, you can negotiate the terms of your offer with the passive candidate. The terms may include the salary, the bonus, the equity, the benefits, the vacation, or any other perks or incentives that you can offer. You can negotiate the terms by using your research, your budget, and your value proposition as your guide. You can also use the BATNA (best alternative to a negotiated agreement) technique, which means knowing your best and worst case scenarios, and the best and worst case scenarios of the candidate, and finding a mutually beneficial solution.

6 Follow up and close the deal

The final step in negotiating with passive candidates is to follow up and close the deal. You can follow up by sending a formal offer letter, confirming the details, and expressing your enthusiasm and appreciation. You can also ask for feedback, address any questions, and resolve any issues that may arise. You can close the deal by asking for a verbal or written confirmation, sending a welcome package, and initiating the onboarding process. By following up and closing the deal, you can secure the passive candidate's commitment and start building a strong relationship with them.

7 Here’s what else to consider

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