April 19th, 2018
Attracting and hiring the right talent is the top priority in every recruitment process, but in order to approach your potential hire effectively you need to know which group he belongs to, if he is an active or a passive candidate.
So, let’s break down some of the differences between them:
The active job seeker:
- Candidate who wants a new job and has already started looking for it.
- Ready for change and highly motivated to find a new job.
- Devoting a lot of his time searching for a job by regularly browsing job portals, like www.hipo.ro
Passive candidate:
- Candidate who are not actively looking for a job, but can be interested if the right career opportunity comes along.
- Top performer at his field who has simply no time looking around for new opportunities.
- Although he isn’t looking for a job, he still might be attracted with the right strategy. His receptiveness to job openings create a great pool of opportunity for the potential recruiter.
Why Passive candidate?
To reach the best results you need to target the best talent, not only those actively looking. 70% of the global workforce are considered to be passive candidates. Ignoring this group would not only just diminish your talent pool, but also cancel out the chance for winning high-quality hires.
Passive candidates are often seen as top performers in their field and highly qualified to do the job. On top of that, they are loyal employees. They aren’t taking any other interviews, which means less competition to source them.
Before defining the best tactics for reaching this group, let’s have a quick look at some recent statistics on passive candidates which will be helpful in outlying an effective recruitment strategy.
Recruitment strategy which works for passive candidates
The traditional methods of attracting active candidates aren’t enough when it comes to passive candidates.
What is worth to pay attention to:
- Visible and strong employer branding. According to recent statistics, 84% of candidates would consider leaving their job if another company with an excellent reputation offered them an opportunity.
- Social media presence. Both active and passive job seekers utilise social media, and many will check your profiles before applying for a job or even accepting the invitation. Make sure to share interesting content that presents the employee experience and company culture.
- Referral Program.Target passive candidates from within their personal network by establishing a strong employee referral program. According to a recently published study by JobVite, employee referrals can generate up to 40% of all hires.
- Killer job postings. For both active and passive candidates using online channels like job boards and career portals would be the best recruitment strategy. Remember to outline the opportunity in a clear and informative way. You might want to check how to do it in our blog article: https://www.catalyst.ro/dos-donts-job-description-attract-right-candidates/
- Establish relationships. Above all, this is a crucial point in recruiting passive candidates and creating a positive candidate experience. Make them feel special and you can be sure they will remember you when the time for changing employers will come.
Recruitment is all about finding the right people for the roles you have to fill. Doesn’t matter if the candidate is active or passive, the only thing that matters is your approach in finding The One.
