Engaging passive talent – without poaching

In times of skilled labour shortages, many of the most sought-after professionals are already employed. However, many of them remain open to career changes if the right opportunity arises. This is where the real challenge begins: how can the interest of such passive candidates be sparked without crossing into unethical poaching?

The distinction is crucial. Poaching means deliberately and actively trying to lure employees away from their current employer, often through pressure or exaggerated promises. Engaging passive talent, on the other hand, focuses on informing potential candidates about new career opportunities – without persuading them to leave their job. It’s about offering perspective, building trust, and planting a seed that might grow into interest at a later stage.

The following five strategies show how passive candidates can be approached ethically, respectfully, and effectively.

1. Sensitivity Over Sales Talk

When reaching out to passive candidates, tone matters most. Ethical recruiting avoids pressure, exaggeration, or manipulative wording. Instead of pushy sales messages, it focuses on an open and appreciative dialogue.

After the initial contact, two.jobs’ Active Sourcing team follows up only once – always in a respectful, friendly, and transparent way. No one is pushed or pestered. This approach fosters clarity, trust, and long-term relationships within the network.

2. Trust Over Tactics

Passive candidates are sensitive to aggressive recruiting. Sustainable success arises when companies nurture relationships over time and make themselves visible as attractive employers. An employer brand should convince through culture, values, and long-term perspectives – not short-term perks.

3. Stay Within Legal Boundaries

Legally, approaching employees from other companies is permitted as long as no unfair practices are used. What’s off-limits are attempts to obtain business secrets, apply pressure, or encourage contract breaches.

4. Ethical Employer Branding as a Key Factor

A strong employer brand is the most sustainable way to reach passive candidates without active outreach. Companies that share authentic insights, let employees speak, and highlight real development opportunities naturally attract interest.
For example, a video series in which employees share their personal growth stories leaves a lasting impression – ensuring that potential candidates think of the company when they’re ready for change.

5. Quality Over Quantity

At two.jobs, Active Sourcing focuses on identifying and personally engaging the right candidates. The guiding principle is quality over quantity. Instead of mass-sending standard messages, the focus is on a well-researched, tailored approach. A personalised message demonstrates genuine interest and alignment with both the role and the company culture. This creates a recruitment process that’s efficient, respectful, and credible.

Conclusion

Passive candidates can be won over when recruiting is based on respect, transparency, and authenticity. The key difference from poaching lies in the mindset: it’s not about pushing someone to change jobs but about opening up possibilities. Companies that rely on respectful communication and credible employer branding build long-term relationships – and are remembered as attractive employers.