What is a passive candidate?A passive candidate is someone an employer is considering for a certain position, but who is not actively seeking a new position. Passive candidates have not applied for an open position and are not searching for a new job. However, for a variety of reasons their qualifications and experience make them attractive to hiring managers, who may begin recruiting by inviting considered candidates to consider the position. Passive candidates are often those with in-demand skills and experience, making them desirable to employers, and sometimes difficult to recruit, especially if they are happy and well-compensated in their current employment. Show
How to source passive candidatesUnlike traditional candidates, passive candidates don’t actively search job boards or apply for available positions. Instead, hiring managers and recruiters use alternative means to source and contact skilled candidates for open positions. To find these people, recruiters may ask employees or other contacts within their network for referrals. They may search for attractive profiles on LinkedIn, review data from previous employees or candidates, consult professional websites and communities, or utilize recruitment technologies or talent management systems. Social media or even search engines may be other helpful resources for locating passive candidates. How to recruit passive candidatesTo begin the recruitment process for passive candidates, you must first locate a qualified candidate and reach out. If you are using LinkedIn or other social media, reach out with a quick and simple message explaining the position and why you believe the individual would be a good candidate. Depending on your interest in the candidate, you may want to reach out more aggressively with email or a phone call, but try to avoid using their current work contact information if possible. Your initial message or introduction should aim to get the passive candidate excited about your company and about the position. Include information about your organization, including awards and other ways the company stands out. Detail the position and how you think the passive candidate could benefit from it and from being a part of your company. Also, mention how your company can benefit from hiring the candidate. Detail how the position is relevant to their previous experience and represents a good next step in their career. Because they aren’t currently seeking a new position, passive candidates will need to be sold into talking with you further and considering the job in your first message. Be persuasive, enthusiastic, friendly, and to the point. Make sure to outline the next step for your passive candidate, such as a phone call or lunch meeting. Follow up if you don’t hear back from them within a reasonable period of time. In reaching out and communicating with passive candidates, remember and be respectful of the fact that they may be content in their current employment and not looking to leave. If they decide to accept your invitation to submit an application or their name for consideration, keep in mind that they probably don’t have a resume or portfolio ready to submit immediately, so give them enough time to collect and submit the necessary materials. What is a passive recruitment?Passive recruitment involves a hiring manager or other HR professional seeking out a job candidate who is not currently looking for a new position. Recruiters seek out qualified professionals who may be a good fit for the company and the job that needs to be filled, and then try to convince the candidates to consider and apply for the position. What is an active candidate?An active candidate is someone who is currently seeking a new position. Active candidates are dissatisfied with their current employment and may be interested in new opportunities for leadership, growth, or higher compensation. These candidates actively review job boards and network for relevant job opportunities. Rather than being recruited, active candidates reach out to hiring managers and complete applications for job positions. A passive candidate (passive job candidate) is anyone in the workforce who is not actively looking for a job. While passive job seekers may be content and challenged at their current companies, they are valuable prospects for other employers that need to fill open positions, particularly if the candidates possess niche skills. For HR managers, recruiting passive candidates is more difficult than finding active job hunters, but it is also an increasingly necessary step for successful talent acquisition. Why passive candidates are importantThe distinction between passive job seekers and people actively searching for a new job is significant. LinkedIn divides the global workforce into two simple groups: 70% of the global workforce is made up of people who are not actively job searching and are passive candidates. The remaining 30% are active job seekers. The underlying point made by dividing the world's job market into two parts is this: Almost anyone can be convinced to take a new job with the right offer, and recruiters can't simply focus on the 30% who are actively looking at new job opportunities. Passive candidates vs. active candidatesThere are degrees of passive candidates, as some people may be more willing to jump to a new job than others. In a 2017 survey, Gallup reported that 51% of working adults are either searching for a job or are at least keeping their eyes open for a new opportunity. It is this latter group -- the people with their eyes open -- that recruiters are especially interested in finding. Recruiters may not know who is an active versus a passive candidate. Some professionals signal their intent to find a new job via platforms such as LinkedIn. They may change their account settings to indicate that they are open to new opportunities. But others may be looking quietly and without advertising the fact. How to recruit passive candidatesEven though they may not be actively seeking new employment, there are various ways to reach out to passive job seekers in the talent pipeline. HR vendors are trying to use AI technologies to identify passive candidates via social media recruiting. People who polish their resumes and job summaries posted on social media forums or development platforms such as GitHub can be identified using these social sourcing tools. They use automation and AI-type capabilities to send an initial email to test a passive candidate's interest in a new job. Professional employment platforms can also help recruiters seek elusive candidates. For example, LinkedIn's Update Me tool helps recruiters stay abreast of people they are interested in. When a prospect makes a change to their profile, it alerts the recruiter. There are some talent acquisition tools that mine the social connections of a company's own workers and then seek out their help to reach out to friends or contacts. This approach can be coupled with an incentive program that includes a referral bonus. Sponsoring networking events near colleges and in cities is another way to find passive candidates, as is attending meet-and-greet events for professional activities. Revisiting the talent pool of prior job candidates is another way to discover passive candidates. People who did well in the interview process but weren't hired can be contacted again for future job openings. Using this approach illustrates the importance of creating a positive candidate experience for anyone who applies for a job at a company. Finally, good job advertising remains a basic method of recruiting qualified candidates, both active and passive. In the San Francisco Bay Area, a region that has some of the most expensive housing in the nation, Pittsburgh-based Duolingo, a language education platform, placed a billboard sign along a busy highway in 2018 with this simple message: "Own a home. Work in tech. Move to Pittsburgh." This was last updated in January 2019 Continue Reading About Passive Candidate
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What are employers looking for in a candidate?In addition to skills, expertise, certifications and credentials, employers look for candidates who posses character traits, passion and a desire to learn and grow. These are the candidates whose resumes rise to the top of the pile.
When a company has an opening what is the best source for potential applicants?Job Boards
Indeed.com and SimplyHired.com are two good places to start. Any company can post to these highly trafficked job boards, and manage the exposure of their job posts.
What is an advantage of filling open positions with internal candidates?Internal candidates are easier and quicker to find because they're already in your office space or organization. The time to contact and assess them for the position is faster because you can easily reach out to them, get manager feedback, and check their employee performance.
How may one determine the qualifications of a job candidate?Experience, education, ability, and language fluency may be considerations when you are defining your job qualifications.. experience.. education.. ability.. English language ability.. physical effort ability.. |
What is the mean by which an employer seeks out qualified candidates for open positions?
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