What’s the difference between passive and active candidates?

Passive candidates is a buzzword going around recruiting industry for a while. In this article we explore who exactly are passive candidates.

Active job candidates are those people who are currently looking for a job. They usually post their CVs in job pages and use job search engines to maximize their results and apply for many positions. Active candidates, as the name says, are actively searching for a job. Passive candidates, on the contrary, already have a job. They are not looking for new job opportunities.

Main differences between active and passive candidates

  • Active candidates are looking for a job
  • Passive candidates already have a job
  • Active candidates are not happy with their current job situation
  • Passive candidates are usually happy where they are
  • Active candidates can be somewhat desperate for a position
  • Passive candidates are not desperate to change jobs

The job of a recruiter is not easy when it comes to passive candidates. These are more difficult to find since they are already working and you have to find them and pitch them in a way that can challenge their inertia. Fortunately, friends at Recruiterflow wrote this amazing Recruiting passive candidates to help you start sourcing and recruiting passive candidates.

Details about active candidates

Approximately 25{24611a442957685a14e758c500f4e6e5b207447b1e91ae456c5551e5eb40a638} of the workforce falls into the category of active candidates. Many positions take this type of candidates since it is the traditional way of finding new people for a job. These people usually find out about the available position thanks to a job posting, and they submit their application online. It is up to the HR department to evaluate this person’s papers and make a phone call if the profile seems interesting.

Not all active candidates are unemployed. Some of them may have a job but are already thinking about leaving. They might be browsing job postings, looking for better opportunities. These candidates are of great value for the new company because of all the experience they already possess.

To be able to talk to these candidates, the application process must be flexible. This will allow them to go to interviews without skipping their working hours.

Details about passive candidates

As mentioned before, passive candidates are already employed. The huge detail here is that a passive candidate is not looking for a job. These people might be happy with their current job, and this is one of the reasons why it is so difficult to get them. On the other hand, a passive candidate offers great value to the new company. This is why it is worth the effort in finding them.

One of the main advantages of looking for passive candidates is that there is zero competition for their talent. There aren’t more employers trying to get them. Most of the passive candidates out there are not looking for a new job but are willing to listen to new propositions. The trick is to make the job attractive for them. Passive candidates have to be given a better job opportunity than what they already have.

What about super passive candidates?

This different type of candidates is very happy with the job they have. It is good to let them know that you are interested in response even if they are not willing to take the job. This way, you can build up a relationship and maybe in the future they will be more interested in your offer. Or maybe they have a list of referrals that can also be of great help to fill in the position. These friends are usually well trained and experienced in the field of interest. And they may be a little bit more interested in listening to the new proposal. They are also looking for better job perks and more challenging environments.

These are just some pieces of advice on hiring passive candidates. They may be what the new company is looking for. Their experience and knowledge on the field are two valuable assets that many employers are looking for.