Statistics show that 75-80% of job seekers are what are classified as “passive”. Meaning they are not actively looking for a job- they are usually too busy working to pay attention to job boards, likely out on a field assignment, wrapping up a proposal or in back to back meetings with donors. So while job postings can help attract more active candidates and keep your organization’s name on their radar, relying solely on job postings is missing out on a big percentage of the market. And often some of the best and brightest talent. Recruiting in international development is fast paced. Be it for a proposal, to respond to a recent natural disaster or to replace a burned out field worker, international development recruiters often do not have much time to identify, attract and onboard a candidate. Having an arsenal of warm candidates at the ready is a must-have for any successful recruiter. While it takes time to develop and cultivate, it is worth the effort when a hiring manager comes to you desperately seeking a team leader with expertise in water-sanitation who also speaks French and you have just the candidate waiting. Here are some tips for uncovering, engaging and winning over passive candidates for international development positions.

1. Recruiting
Passive
Candidates
For international
development positions

2. Statistics show that 75-80% of job seekers are what are
classified as “passive”. Meaning they are not actively looking
for a job- they are usually too busy working to pay attention to
job boards, likely out on a field assignment, wrapping up a
proposal or in back to back meetings with donors. So while
job postings can help attract more active candidates and
keep your organization’s name on their radar, relying solely on
job postings is missing out on a big percentage of the market.
And o!en some of the best and brightest talent.
Here are some tips for uncovering, engaging and winning over
passive candidates for international development positions.

3. Search for candidates in
the Devex People database
of 500,000 professionals.
A majority of these professionals
are passive and not actively
searching the job board.

4. Do not overlook
skimpy profiles.
Many passive candidates have not
taken the time to flesh out all of
their skills and experience. Or they
join Devex with a “Networking”
profile- sometimes to avoid
tipping off their employer- which
has less content than our job
seeker profiles. This doesn’t
necessarily mean they wouldn’t be
interested in a job or potentially
have the skills you seek.

5. Look at the references of
candidates who are too
junior or not available.
Many profiles on Devex list
professional references including
full names, titles and contact
information. (Available only to
those with a Recruitment
Account). While a certain
candidate might not be right for
the role, their previous supervisor
may be.

6. Really understand the role
and what the hiring
manager is looking for and
get to know the
candidate’s world.
One of the biggest complaints we
hear from candidates- especially
those that are passive- is that the
recruiter doesn’t truly understand
their area of expertise. Use sources
like Devex News to get immersed
in the candidate’s world so you
can present yourself as subject
matter expert, not just an out of
touch recruiter.

7. Start a dialogue.
Don’t just send a job description
and ask if they are interested. If
they say no, then the conversation
o!en ends there. Instead, ask to
arrange a phone call to discuss
their expertise or their career
goals. Recruiting passive
candidates is about creating
relationships not just trying to fill
the positions open today.

8. Understand it’s a
two way street.
Especially with passive candidates,
you need to impress them as
much as they need to impress you.
Share a recent report your
company released that falls within
their areas of interest. Invite them
to events or seminars hosted by
your organization. Respond timely
to emails and phone calls.

9. Keep track of your
organizations’ history with
a candidate.
Use tools like DevHire to keep
records on past discussions you or
your colleagues had with a
candidate. Then when you reach
out again, you can ask how their
kids are doing, how the recent
assignment in Mali went or know
when a contract is almost up and
they may be looking again.
Nothing turns off a passive
candidate more than when they
feel like they have to “re-
introduce” themselves to the same
organization over and over again.

10. Using the Favorites feature
on Devex, create pipelines
of candidates in folders for
various sectors and
functions.
Or use DevHire to add notes and
collaborate with colleagues.
Engage with your pipeline
throughout the year not just when
you have a job opening or need to
put someone on a proposal. That
way when you need to reach out,
they will already be a warm lead.

11. Think long-term with
relationships.
Today they may be too junior or
not a fit with your current project
portfolio. But in a few years they
may be a top potential recruit. Or
you may win a new project and
have different expertise needs.

12. Ask your colleagues to
send you resumes or
contact information from
the best people they know
in their networks.
Using a service like DevHire, you
can store, organize and tag these
potential recruits or referral
resources that may not be
registering on Devex or other
external databases.

13. You’re changing the world.
We can help.
More tips and tools on
finding the best talent in the
international development
industry right here.

14. Illustration Credits
Magnifying Glass designed by Jardson Araújo from The Noun Project
People designed by Moh Kamaru from The Noun Project
Paper Review designed by Callum Egan from The Noun Project
Puzzle from The Noun Project
Architect designed by Joel Burke from The Noun Project
Computer designed by Patrick Morrison from The Noun Project
Folder designed by Michael Rowe from The Noun Project
Plant designed by Gemma Garner from The Noun Project
Plant designed by RD Granados from The Noun Project
You’re changing the world.
We can help.
!
!