Why passive? Top performers rarely apply. You need targeted, value‑led outreach.
1) Referral flywheel
Launch a simple referral scheme for employees, customers and partners. Provide example intros and a clear reward (e.g., £500 on start + £500 after 3 months). Track referrers.
2) Local communities & events
Show up with value at Oxford Science Park, Milton Park networking, Begbroke and university spin‑outs. Host short clinics (“How to build a 30/60/90 for Oxford customers”).
3) Precision outreach
Short, personalised messages tied to impact: “We’re modernising procurement for NHS suppliers across Oxfordshire; your Bidvest experience stood out.” Two polite follow‑ups max.
4) Content magnets
Publish niche assets: salary guides, territory playbooks, “AE interview tips Oxford.” Add clear subscribe/apply CTAs. Repurpose on LinkedIn.
5) Partner with a specialist
Boutiques like TY Recruitment have mapped passive talent already—cutting time‑to‑first‑interview dramatically.
Metrics to watch
Reply rate, interview rate, time‑to‑first interview, source‑of‑hire, 90‑day success. Iterate weekly.
FAQ
How often should we follow up? Two follow‑ups over 7–10 days is respectful and effective.
What if we lack brand awareness? Lead with mission, product impact and progression; include transparent OTE.
TY Recruitment can build and run your passive‑talent engine across Oxfordshire.