Active And Passive Candidates:
When it comes to candidates, it’s assumed that they’re all the same and that the majority of them are actively looking for new opportunities.
While this is true for many, many others do not: they already have a job and are not actively looking for another. The two types of candidates are active and passive candidates.
While the former are more “recognizable” because they respond to ads and search LinkedIn, the latter are equally appealing to HR professionals and headhunters.
Passive candidates, in particular, are appealing because they often have specialized experience, superior technical skills, and other desirable qualities.
Let’s listen to Ms. Mariana Joseph from Techfetch RPO (https://rpo.techfetch.com/), the US-based rpo firm to know them a little better about the best practices for effectively hiring these diverse candidates as well as how to “identify them.”
What Are The Primary Differences Between Active And Passive Candidates?
What is the main difference between active and passive candidates, and how do I choose between them?
If you work in human resources, you’ve probably asked yourself this question a few times, not least because defining both the recruitment strategy and the recruitment marketing strategy is critical. The main difference is in the adjective that comes after the word candidate and describes their approach to job hunting, which obviously affects their candidate experience. Let’s look at what this means in practice.
How do you entice inactive candidates to join your team?
You must focus on developing a long-term relationship with passive candidates, which may take several months and multiple messages before anything happens. Here are some options for you to consider.
Make Long-term Forecasts:
Recruiters are frequently asked to find a candidate in a short amount of time by the company. Everything must be completed within a few weeks, if not a month, due to the short notice period. This is true for active candidates, but not for passive candidates: future employees must be planned for and thought about in the long term.
How does one go about doing this? For example, rather than waiting for a specific hiring request, if you know the company is preparing to enter a new market but won’t do so for six months, you should start planning now for the people who will be needed.
Consult with the CEO or other senior management to determine which roles are most important. This forward-thinking attitude is frequently praised.
Spend Some Time Determining Who Your “audience” Is:
To put it another way, think about your options strategically. Examine the most effective tools, such as the guide above. It is rarely worthwhile to contact a passive candidate via email,
For example. At the very least, make contact by requesting to connect on LinkedIn or leaving a relevant comment on a blog post.
Keep An Eye On What’s Going On In The Conversation:
Monitor what piques their interest, what type of content they prefer, how to interact with them, and how to pique their interest once passive candidates begin interacting with your content. If you make a comment that is unrelated to your search or hiring, the candidate will still be aware of you, as previously stated.
How do you go about finding candidates who aren’t active?
Here are some additional concrete methods for locating passive candidates, in addition to the aforementioned. Employee referrals should be sought.What does this mean in practice?
That you can elicit suggestions from those already on staff by describing the type of hire you’re making. Employees are often more informed about current events, and they also maintain contact with external contacts, which can help you expand your reach.
It’s also crucial to make use of social media, particularly LinkedIn, which allows you to search by industry, experience, and professional title. Send a connection request if you come across any interesting candidates, as previously stated.
You can also increase the value of your database, particularly your talent pool: these are people you’ve met before who may have come in “second” in a selection or were not perfectly suited to the position at the time. They should be contacted again: they already know who you are!
As you can see, this leads to a variety of pull and push strategies and channels. Read More