How to indicate the difference between active and passive candidates

How to find passive candidates

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Passive candidate recruiting is a more complicated process as they are not actively looking for a new position. Thus, recruiters cannot get by with traditional job boards in this case. That is why they have to apply different hiring methods here.

These methods may be as follows:

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• Using LinkedIn and other social networks’ opportunities. The SHRM’s survey says that 95% of recruiters use LinkedIn to recruit passive candidates who are not energetically looking for a new job but refresh their resumes from time to time.
• Promoting posts on social media sites. Some passive candidates who are not searching for a job may already know something about your company, like it, and would not mind being hired by your company.
• Building an attractive work culture. Even passive candidates read and learn from others about companies’ strong and employee-friendly work culture. Again, according to statistics, every third worker would change their current job to a new one with a better work culture.
• Using recruiters’ talent pool. There may appear to be a specialist who did not match another position but perfectly matched the current one.
• Using colleagues’ referrals. Your current co-workers may suggest a perfect candidate they know in person who works for another company but would not mind changing their current position.

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Summarizing

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As we can see, there is no and cannot be a difference in the working qualities of active and passive job seekers. The only difference is that the first ones have already made a conscious decision to change jobs and are actively searching. In contrast, the second ones have not yet made such a decision and are not enthusiastically looking for a new position.

Therefore, recruiting passive candidates is more difficult and costlier in terms of time and human effort. But the result in both cases is worth the effort.

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