What is a Passive Candidate
A passive candidate is a person who is not actively looking for a job but is considered by recruiters because of his/her qualifications and skills.
Passive candidates are usually those who possess the skills and experience(s) required by the recruiters. These candidates are usually employed and are not actively looking for employment (or considering switching jobs).
Passive candidates are difficult to find and are to be persuaded by the recruiter (by presenting a better and attractive offer) to switch their job. This is usually because of neck and neck competition in a particular field or lack of employees.
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Passive Candidates: Importance in Recruitment
“Many employers target passive job seekers because they are looking for candidates who have positive employment records and who are satisfied with and successful in their work. Employers often target passive job seekers because of the lack of qualified job candidates to fill critical roles.”, says SHRM.
Passive candidates have earned their reputation in their current field and are highly qualified.
A few reasons why the passive candidates are important for a company: –
- Superior workforce
Recruiting passive candidates can prove to be highly beneficial for the company as they are highly skilled. This contributes to developing a top-tier workforce.
- Narrow competition
Because these candidates are head-hunted, there is minimal competition considering they are not applying for jobs. As a recruiter, you can easily grab their attention by making an attractive offer.
- Better efficiency
Passive candidates have a lot to offer, and with their skills and qualifications, they can take the company to new heights.
Passive Candidate VS Active Candidate
A candidate who is available and actively seeking a job is called an active candidate. Active candidates may or may not be unemployed and looking for immediate hire by sharing and circulating their profiles on the internet or directly with the company.
| Passive Candidate | Active Candidate |
| Employed and not actively seeking jobs. | Usually unemployed, and actively seeking employment. |
| Candidates are discovered and headhunted by the recruiters. | Candidates approach recruiters and share their resume and cv seeking interviews. |
| Recruiters approach candidates. | Candidates approach recruiters. |
Sourcing Candidates: Recruiting Passive Candidates
Because passive candidates are not actively seeking a job, and are highly skilled in their field of work, it requires a very strategic and personalized approach for a recruiter to reach out to the candidates.
- Referrals
Recruiters may take references and recommendations from their employees themselves or other industrial connections.
- Online platforms
As a recruiter, you may search for candidates on platforms such as LinkedIn, twitter, etc. It is easier to find talent on social media platforms as people regularly update their CVs and you can use hashtags to search as well. You may as well personalize your communication as per your media.
- Recruitment strategies
To reach out to passive candidates, as a recruiter you must first have a clear understanding of the job description and the candidate you are approaching. Thereafter, you can plan your strategy accordingly and approach.
- Employer brand
How a brand is perceived by its employees, candidates, clients and others depends upon the employer’s brand. This perception of the brand plays an important role when recruiting a passive candidate.
Key Takeaways
A passive candidate is a person who is not actively looking for a job but is considered by recruiters because of his/her qualifications and skills.
Passive candidates are usually those who possess the skills and experience(s) required by the recruiters. These candidates are usually employed and are not actively looking for employment (or considering switching jobs).
Unlike passive candidates, active candidates are available, and actively seeking employment.
To source passive candidates, employers use sources such as referral programs, online platforms and recruitment strategy.
FAQs
- How to engage passive candidates
Passive candidates can be engaged when they feel valued, the recruiter can start by researching their background and experience, highlighting the benefits of the position, presenting a better offer.
Conclusion
Overall, you don’t need to limit your search for the right candidate to the people actively seeking a job. Instead, you can also turn up to people who are currently content in their job roles but show the quality and skills of a perfect candidate.