By Mike Cioffi

In the tire industry, finding the right talent can often feel like searching for a needle in a haystack—especially when it comes to filling technical roles. Shop owners may post job ads and wait for the right candidates to come knocking, only to be met with a flood of unqualified applicants or worse, no interest at all. In these situations, relying solely on “active” job seekers—people currently on the hunt for a new job—might not be enough. That’s where passive candidates come in.

I’ve recruited for technical roles, including engineering positions in the tire industry, many times. From this experience, I’ve seen firsthand how focusing on passive candidates is valuable not only for technical roles but also when filling C-level positions. These strategies are easily adaptable to your hiring efforts for technical roles, and by tapping into this talent pool, you could turn your hiring challenges into success stories.

Active vs. Passive Candidates: What's the Difference?

First, let’s define what we mean by passive and active candidates.

• Active candidates are those who are actively searching for a job. They’re sending out resumes, applying to openings, and generally looking to move as quickly as possible.

• Passive candidates, on the other hand, are employed and generally content in their current roles. They aren't browsing job boards or submitting applications, but they might be open to the right opportunity if it comes their way.

So why are passive candidates so important? Over the past 10 years of recruiting for hundreds of positions, we've consistently found that if you compare a random group of 100 active candidates to 100 passive candidates, the passive pool tends to have a higher concentration of A-players. These top performers are often already employed. That’s not to say A-players can’t be found among active candidates—quite the opposite, actually. But by focusing only on active candidates, you may be overlooking an entire pool of extremely high quality talent. The key is quality. Passive candidates often have more experience, better stability, and aren't in a rush to leave their current jobs. They’re usually not browsing job boards, which means you won’t be competing with every other employer out there for their attention.

In my experience recruiting executives, I’ve seen that the best hires often come from this group. And while you may think that passive candidates are only relevant for higher-level roles, the truth is that this approach can be equally valuable for finding skilled technicians or shop managers in your tire business.

How Passive Candidates Can Help Your Business

Many business owners I’ve spoken with are focused on finding people who are ready to jump into a new role right away. That’s a natural way of thinking — you have a position to fill, so you look for someone who is looking for a job. But passive candidates can bring a different set of advantages that make them worth the effort of seeking out:

1. Higher Quality Talent: Passive candidates are usually more experienced and have established themselves in their field. They aren’t scrambling for a job, which often means they can be more selective and confident in their skills. This level of confidence often translates into higher performance in the workplace.

2. Lower Competition: Active candidates are applying to many roles, and businesses might be competing with other industries for the same pool of talent. With passive candidates, you’re likely one of the few trying to get their attention, reducing the direct competition.

3. Long-Term Retention: In my experience, passive candidates are often more stable in their careers. They’re not jumping from job to job but are interested in a role that offers them long-term growth. This can be a huge advantage for tire shops, where turnover can be costly and time-consuming.

Tips for Attracting Passive Candidates

Now, you might be wondering, “How do I even find passive candidates if they’re not actively looking for a job?” The truth is, you don’t have to be a recruiting expert to get started. Here are a few strategies I’ve found successful in my own recruiting efforts that can be adapted for technical roles in your business:

1. Leverage Your Network

One of the easiest ways to start finding passive candidates is through your personal and professional networks. Talk to other business owners, suppliers, or even your own employees. Chances are, they know someone who might be a good fit but isn’t actively looking for a job. Personal recommendations carry a lot of weight with passive candidates, as they tend to trust referrals more than cold job postings.

2. Use Social Media Strategically

Platforms like LinkedIn and Facebook can be excellent tools for connecting with passive candidates. Instead of posting job ads, focus on creating content that highlights the benefits of working in your shop. Share success stories, new projects, or company culture moments. When passive candidates see the value of your shop through these posts, they might be more inclined to reach out or respond positively if you message them. In case you want to reach out to them directly, use LinkedIn’s search features and be sure to personalize your message—no one likes receiving a generic, copy-pasted offer.

For example, instead of saying, “Are you looking for a new job?” you could approach it with, “I’ve been impressed by your background and experience. While I know you’re not actively looking, we’d love to discuss potential future opportunities with you if you’re open to it.”

3. Attend Industry Events and Join Online Communities

Pay attention to local events, industry conferences, or even online forums where your ideal candidates might be active. Attending these events can give you an opportunity to network and introduce yourself as someone who could offer them a great opportunity — even if they aren’t looking right now.

A big part of attracting passive candidates is playing the long game. You might not be able to hire them right away, but by maintaining a connection, you’ll be the first they think of when they are ready for a change. Follow up on your interactions, check in periodically, and make it clear that you’re interested in them, not just for the position, but for what they bring to the table.

Lessons from Recruiting for C-Level Roles: How Tire Shops Can Adapt

In my work recruiting for executive positions, I’ve learned that passive candidates often need more nurturing and engagement to make a move. Here’s how business owners can take a page from that playbook:

1. Know What You’re Offering: Passive candidates won’t be interested in moving for just any role. They’re looking for the right fit. For your business, this means highlighting what makes working for you unique. Is it a team? Opportunities for growth? Competitive pay? Make sure you can clearly communicate these benefits.

2. Create a Talent Pool: Even if you don’t have an immediate opening, keep a list of potential candidates you’d love to hire when the time comes. Check in with them occasionally—send a quick message or give them a call. By keeping the lines of communication open, you’ll be top of mind when they’re ready for a change.

3. Be Patient: It takes time to attract passive candidates. You may need to touch base with them several times before they consider switching jobs. If you’ve connected with a passive candidate through LinkedIn or other social media platforms, stay engaged. Comment on their posts, share relevant industry updates, and keep the relationship warm. This builds rapport and keeps you in their professional circle, even if they’re not ready to make a move just yet. In C-level recruitment, the process can take months or even a year. The key is patience — if you’re persistent but respectful, you’ll eventually win them over. 

4. Offer More Than Just a Job: Passive candidates want more than just a paycheck. They’re looking for an opportunity that aligns with their career goals and personal values. Make sure you’re offering a work environment that fosters growth, stability, and respect.

Investing in Passive Candidates for Long-Term Success

In today’s competitive labor market, business owners need to think beyond the pool of active job seekers. By focusing on passive candidates, you can unlock a higher caliber of talent, reduce turnover, and build a stronger, more skilled team.

While recruiting passive candidates takes time and effort, it’s an investment that will pay off in the long run. Start small with your network, get involved in your industry, and maintain relationships with potential hires — even if they’re not ready to move today. These steps can make all the difference in the success of your shop.

Mike Cioffi is the founder of Tire Talent, a boutique recruiting agency dedicated to our industry. You can reach him directly: [email protected] if you have any questions about this article.