How to Attract Passive Candidates in Financial Services: A 2025 Hiring Playbook
In 2025, the best financial services professionals aren’t applying for jobs—they’re already employed, highly valued, and quietly open to something better.
These are your passive candidates: people not actively job-seeking, but willing to move if the right role appears. According to LinkedIn, passive candidates make up over 70% of the workforce—and they’re often your strongest hires.
So how do you reach them?
At IRCFS, we specialise in connecting our clients with top-tier passive talent. Here’s how to craft a strategy that attracts these candidates—and keeps them engaged throughout your hiring process.
1. Rethink Your Job Description as a Value Proposition
Passive candidates aren’t trawling job boards. If your job spec reads like a list of demands, they’ll scroll on. Instead, make your opportunity sound like a smart, strategic move.
What works:
- Start with the “why” of the role: What problem will they solve? How does it fit into the bigger picture?
- Focus on outcomes, impact, and future growth—not just requirements.
- Include compelling reasons to join: leadership vision, culture, flexibility, progression.
2. Leverage Personalised Outreach (Not Just Posts)
If you’re relying on job boards or LinkedIn ads alone, you’re missing the best talent. Direct, personalised outreach—done professionally—is what makes passive candidates take notice.
Best practice:
- Partner with a recruiter who knows how to approach passive talent subtly and confidentially.
- Avoid generic InMails. Tailor your message to the candidate’s background, industry, or recent accomplishments.
3. Make the First Conversation Low-Commitment
Your first contact with a passive candidate should feel like an opportunity—not an interrogation. Don’t lead with interview dates or application forms.
Instead, offer:
- A confidential chat
- A chance to hear about the opportunity without pressure
- Clarity about timelines, expectations, and why now is the right time to move
4. Streamline Your Hiring Process (Speed Matters)
Passive candidates won’t wait 6 weeks while you “gather feedback.” If they’re even remotely interested, you need to move efficiently.
Our advice:
- Reduce interview rounds
- Pre-align internally on offer parameters
- Treat the candidate experience as part of your employer brand
5. Sell the Long-Term Story, Not Just the Job
Passive candidates move for vision, culture, and career progression. They’re evaluating not just the role, but the trajectory.
What makes a difference:
- Introduce future team members or mentors early
- Share examples of internal mobility or team success stories
- Emphasise what life at your company really looks like—beyond the role
Final Thoughts
The market in 2025 demands more than reactive hiring. To access top financial talent, firms need to shift from job-posting to talent-marketing.
At IRCFS, we specialise in proactive hiring—approaching passive candidates with precision, purpose, and integrity. If you’re struggling to access the right talent through traditional channels, it might be time to evolve your strategy.
📩 Reach out to discuss how we can help you engage the talent your competitors are also chasing.