Everyone’s Interested in New Opportunities, aren’t they?

The idea of a perfect candidate is one we hear all too often. Yet in this candidate-rich market, hiring managers are still constantly pining for that perfect hire – the one that’s hidden amongst the masses with a skill set perfectly suited to join your corporate brand. More commonly than not, you hear these candidates referred to as a passive job seeker.

But who are they? What is the difference between active and passive candidates? What impact do they have on your recruitment strategy? And why are passive candidates so highly sought after?

Anyone who has done recruiting will understand the difference between active and passive candidates. The most common definition for a ‘passive candidate’ is employed, but not looking for another opportunity. An ‘active candidate’, however, is a candidate that is currently seeking a new employment opportunity.

Yet, a recent poll by webrecruit found the meaning of active and passive may not be so clear cut. The survey taken part by 749 LinkedIn users, asked candidates how they would best describe themselves in terms of searching for new opportunities.

The results revealed 46% of candidates would consider themselves as active job seekers currently looking for a job. 9% were passive and would not initiate candidacy, and another 4% were not interested in opportunities at all. The remaining 41%, however, are not actively looking for a job, but are curious about opportunities they see before them, and are more commonly referred to as the actively passive. So what does this mean for recruitment?

Many argue that a passive or curious candidate is more desirable than an active candidate. This is because, unlike active candidates, they aren’t looking for jobs and must, therefore, be better.

But reaching the passive market can be a challenge. After all, passive candidates aren’t looking for a job and are not using the traditional recruitment platforms. As such, business networking, social media and direct candidate sourcing become key channels to recruit these types of individuals.

The fact is, as recruiters, we have to seek out the right candidates – passive, active and everything in between – regardless of their current working status. Which means we have to be vigilant in the resources we are using, and more importantly, how we are using them.

In reality, no type of candidate is better than the other. Rather, the best candidate is the one that best meets your needs, is the best person for the job, and the best person for fitting into your organisation.

And these findings show now, more than ever, the importance of embracing an integrated recruitment strategy comprising both social media and traditional recruitment methods in order to identify the best person for the job.

Improving the candidate experience: A guide for hiring managers

Have you ever given serious consideration to the impression being made on candidates during the hiring process? Have you ever thought carefully about the affect it could be having on your brand’s reputation?

It’s natural for hiring managers to be concerned with filling roles using the most effective resources. What some employers may fail to see, however, is that there may be factors within their hiring process that can have a negative effect on both fill rates and the candidate experience.

On the other side of the coin, we regularly hear from jobseekers frustrated about the lack of response, or even acknowledgement, after they have submitted a CV. Another source of frustration stems from the omission of any feedback after they have invested time and effort to attend an interview.

All these factors combined can leave a bad taste in the mouths of candidates, and it doesn’t stop there. In a recent survey, we found that over 70% of applicants will tell others about a bad experience with a company during the recruitment process.

Word of mouth is a powerful source of brand awareness. If people are talking negatively about your company, it can cause irreparable damage to your brand. As people say, ‘it can take years to build up a strong brand and just minutes to destroy it.’ And it’s absolutely true.

Want to know more? Request our free guide on how you can improve the candidate’s experience of the hiring process. After all; today’s candidate – tomorrow’s client.