How many candidates do you need for one position? And how do you reach the passive?

To find the best candidate, one must have as many applications as possible to choose from. That's how many of us reason. But is the number so important, and what is the optimal number of candidates to receive?

The number is not important, of course, you get applications from the right candidates who count. They should not be compared to each other, but be evaluated based on the criteria you have set for the profile you are looking for. Otherwise, the result may be that you get a good candidate for the job, as this happened to be the best you had to choose from right then.

You only need to interview one person if this fits like a glove for the role. Then you can in principle offer this job on a standing foot. Often you do not believe in such luck and continue to interview just to compare or to see which more people are out there. But of course, this is associated with risk, since the one you consider to fit the role can also be attractive to other businesses.

In today's labor market one must dare to act quickly, the best candidates are quickly picked up by others. Providing candidates with a fast and professional recruitment process is alpha and omega. So if the candidate fits your criteria and requirements and has a good personality, forge while the iron is hot.

But how do you ensure that you reach the right candidates?

To reach and attract good candidates, especially if they lack expertise is a fact, it is important that you have worked enough with your Employer Brand so that the image you want to convey by the company is consistent throughout the business - in both internal and external communication. For example, if you want to appear as an effective and professional company, it must greatly permeate any communication you make, including the recruitment process. If you want to appear innovative, it must also appear when people look for a job with you.

It is also of utmost importance that you go out and advertise the position where you know that desirable candidates are seeking information. Here is the same principle as for any marketing.

Bet on both passive and active applicants

Include both groups to increase your chances of finding the right candidate. If you only focus on those who are active applicants, you lose 70% of the potential candidates for the mission. It will be extra obvious if you are looking for a specialist.

Reach passive candidates

As the name implies, these do not actively look for new jobs. Therefore, you do not reach them through ads on their or others' websites. Here are some tips on how to reach them:

• Create your database where you gather candidates who did not go to the top of previous recruitment processes. For this, they can be perfect!

• Set up a referral program for the employees. Expand your candidate pool using their network. They also know what is needed and who fits into your workplace. Issue a small bonus to the person who recommends someone who is hired.

• Be active on social media. Build networks with potential candidates and post vacancies on the company's pages on LinkedIn and Facebook etc. Passive candidates scroll through their news feed and maybe they stop at your post and decide to apply.

Get passive candidates to apply

Show the passive candidates that the new opportunity in your business is better than their current position. Build relationships with passive candidates, so you learn to know their career goals and skill levels. Talk to them about the opportunities to grow in the new position. A passive candidate may thrive with his current employer, but the possibility of development may not exist. Illuminate the reasons why the vacancy is good for the candidate, such as the corporate culture or the benefits you offer.

So try to attract as relevant candidates as possible, it doesn't matter if it gets 1, 5 or 10. Good luck!

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