Let’s talk about passive candidates
These are people who aren’t actively looking for a new job — but would be open to one if it fits their goals, values, or timing. Maybe they applied to your company a while ago. Maybe they’ve been in the same role for years. Or maybe they’re fresh grads just exploring their options.
And especially in Egypt’s job market — where tech talent is in high demand, and competition is heating up — reaching passive candidates can give you a serious edge.
So why use AI for this?
Finding passive candidates manually takes time. A lot of it. But AI changes the game.
Here’s what it brings to the table:
- Speed – It can scan thousands of profiles across LinkedIn, GitHub, Wuzzuf, or wherever your candidates are, and shortlist the best matches in seconds.
- Personalization – AI tools can help you write messages that feel personal (and actually are), based on real data like someone’s role, interests, or recent activity.
- Wider reach – You’re not limited to your company’s network or one job board. AI can look everywhere.
- Scalability – Whether you’re hiring one person or twenty, you can keep things consistent and efficient.
- Smarter insights – You’ll know what’s working (and what’s not), from response rates to timing to which messages actually get replies.
How to actually use AI to engage passive candidates
You’ve got the tool. Now how do you make it work?
1. Pick the right moment to reach out
Some AI tools can track signs that someone’s open to a move — like when they update their LinkedIn, follow a competitor, or start commenting on industry posts. That’s when you reach out.
It’s all about timing. Catch them when they’re curious — not when they’re locked into something else.
2. Make your message count
This is huge. Generic templates don’t cut it anymore. Use the info AI gives you — like their skills, background, or shared interests — to craft something they’ll want to read.
Something like:
“Hey Karim, I saw your recent work on backend systems — we’re building something similar in the fintech space and thought of you.”
Keep it short, real, and relevant.
3. Stay on their radar
Not everyone will say yes right away — and that’s fine. But you can still build the relationship.
Share helpful stuff:
- Market insights
- Career development articles
- Your company’s behind-the-scenes culture
AI can even suggest what content to send based on what each person engages with. That way, you’re not just spamming — you’re adding value.
4. Recommend roles when the time is right
Once they’re familiar with your company (and you’ve earned some trust), hit them with a tailored job suggestion.
Not a copy-paste job alert. A real message like:
“We’re hiring a product manager, and based on your experience with B2B platforms, I think you’d be a great fit.”
Some tools even automate this part — sending job openings when someone re-engages or replies. That’s smart outreach.
What makes a good AI sourcing tool?
You don’t need all the bells and whistles — but here’s what really helps:
- Flexible search (Boolean or smart filters)
- Profile analysis (skills, career history, and even activity)
- Engagement tracking (to see what’s working)
- Integrations with your ATS or hiring workflow
- Easy onboarding for your team
And if you're hiring in Egypt, bonus points if it supports Arabic/English and integrates with tools like Wuzzuf, Forasna, or your local ATS.
Final thoughts
AI won’t replace recruiters — but it will save you hours of digging, guessing, and writing the same email 50 times.
With the right tools, you can reach better candidates, faster, and with a more personal touch. Whether you're hiring one backend developer or scaling a whole team, sourcing passive talent with AI just makes sense.
