The best candidates rarely apply for jobs.
They’re already in roles, delivering value, and – crucially – not actively looking. But that doesn’t mean they’re not open. For most organisations, this “passive talent” pool represents both the biggest opportunity and the greatest challenge in building high-performing teams.
So how do you attract people who aren’t actively seeking you out?
1. Understand where passive candidates engage
Passive candidates spend time in spaces where they can learn, network, or grow – not necessarily where they expect to see job ads. Think:
LinkedIn (beyond listings – insights, updates, thought leadership)
Specialist Slack/Discord groups or online forums
Professional events, webinars, or curated newsletters
These are not traditional recruitment channels – they’re relevance building channels. Venn’s platform enables employers to create and manage structured, search-optimised content that can be surfaced across key platforms, while anchoring everything in a custom-branded careers site that reflects the organisation's identity and values.
2. Speak to what they value
For someone to even consider leaving a stable role, your offer needs to be more than a transaction. Passive talent is drawn to:
Purpose-led work
Clear career growth pathways
Flexibility and autonomy
Alignment with their own values and priorities
With Venn, employers have the tools to realise this value through content: employee stories, mission statements, team culture, behind-the-scenes insight – all structured and easily editable. When paired with a clearly defined Employee Value Proposition (EVP), the result is a more magnetic employer presence.
3. Earn attention through consistency and depth
A strong employer brand is built over time, not just in job posts. Passive talent will observe long before they apply – they’re noticing how you communicate, what you celebrate, and how your people speak about working with you.
Venn’s careers platform allows you to curate and publish a range of content beyond vacancies – spotlighting your people, culture, values, and progress. The platform structure makes it easy to ensure every story is consistent, professional, and aligned to the brand.
That’s where Venn and, if required, its strategic communications partner, Fernly, which specialises in messaging and brand clarity, can help.
Final thought
Attracting passive talent doesn’t start with recruitment. It starts with reputation. A shift in mindset is required: from recruitment to reputation; from job ads to positioning; from immediate hiring needs to longer-term talent strategy.
With the right platform, the right stories, and the right strategic support – you can reach the people who aren’t yet looking but are already listening.
This blog is part of a nine-part series designed to help employers attract, engage and convert better talent.
If you'd like support applying these ideas, you can enquire directly about our core package – and build from there. That might include strategy, content, or even video and photography through our creative partners.
