What is the difference between an active and a passive job seeker?
Active candidate: actively looking for work. This does not necessarily mean unemployed, but it can.
Passive candidate: employed and not currently seeking out new opportunities.
While true there are also other areas along the spectrum that candidates can fall into. For example, candidates who are not active in their search but know they are ready for a change when the right opportunity comes along.All these types of candidates are sourced in various methods, though networking will always be the tried and true method of connecting with a candidate. Nothing can nor will replace good ole fashioned networking to get to the people you want to speak with.
So all that aside comes the ultimate message I wish to be received by this post: Does your recruiting and hiring process take into account the handling of these above mentioned different candidate categories? My experience is that unfortunately it seldom does.
Here is what you need to know and do:
May have several “situations” they are exploring at any given time. These candidate activities need to be monitored and incorporated into the timing of any job interview process. The market shifts from time to time. Currently unemployment is lower than we’ve seen in a while, which means active candidates have more opportunities to explore. It is important than you know at what stage a candidate is within each of the scenarios they are exploring. Unsure how to find out? Just ask.
Once you know and are aware of their activity you must incorporate this knowledge into your own process and structure the timing accordingly. If you don’t, odds are you will be left out as they will have already received and accepted a job offer from your competitor.
Probably don’t have the same level of activity. At least one would think. So assuming that is the case, with passive candidates much is about making them feel wanted. Keeping that warm and fuzzy feeling going. Time kills all deals with passive candidates. Typically it takes a bit of “courting” to get a passive candidate into the process to begin with. Nothing kills any sort of momentum quicker than no response or slow interview processes.
So while for different reasons, your ability to incorporate this understanding of candidate activity, motivations and simply human feeling, can go a long way towards the success you have in being able to have the opportunity to move these candidates through your selection process.