Job postings are the most common way employers reach active job seekers. But, a common complaint you hear from recruiters is the number of unqualified candidates they receive from job postings, which is perhaps why many have moved towards proactive candidate sourcing.
Active Vs. Passive Candidates
The difference between active and passive candidates is very distinct. Passive candidates are those that aren’t searching for a new position at the moment, but that doesn’t mean they aren’t suitable for your vacancy, or wouldn’t consider it. In fact, if you meet a basic demand such as a better salary, work-life balance or training opportunities – anyone could be tempted to be a candidate for your business.
Here are the Top 3 benefits passive candidates bring to the table:
They're Desirable- Passive candidates are usually already employed and happy in their current roles. Their current employers are also actively trying to retain this talent because they help them remain a market leader. This means they have the skill, training, qualifications or traits that make them highly desirable to that employer and to you as well!
Their CV is not going to be inflated- It’s easy to pad a resume when you’re desperate for a job, but a passive candidate has no need to lie about qualifications and Project results.
Limited Competition - An active candidate is likely to send out an application to dozens of companies at the same time. This means high competition for that key talent, which makes it difficult to build a compensation package that competes with other prospective employers, especially if you don’t know who they are. A passive candidate wouldn't have sent out their CV to other employers, and therefore, you only need to better their current compensation package- making it easier to reach an acceptable agreement.
Your competitors may be trying to recruit the same people you are. To stay ahead of the competition, Let’s review the top 4 things you need to include in your recruitment strategy to make sure you’re getting the best talent possible.
Develop a performance-based job description- The job description you post on your career page (skills, experience, academic requirements) is designed to weed out unqualified candidates. When you are recruiting passive candidates, you already know their qualification. The job description given to the candidates should detail what he or she will be expected do in order to perform successfully.
Determine what the candidate needs to make a switch- What would convince the candidate that the move is a desirable one? Passive candidates might not be looking more job security, or a better job title or a better boss. However, they might be interested in making a job change for a better work-life balance, better compensation, or a more challenging position.clearly the rewards, challenges, and progression paths of the job, allowing them to make a comparison with the current job and most importantly choose the job on offer.
Our deep understanding of the clients business, the opportunities, and incomparable expertise in recognizing and utilizing the best practices in sourcing and recruiting ensure we have able to attract such candidate
Sell a Long-Term Opportunity, Not a Short-Term Fix- In order to persuade a passive candidate, you will need to sell your organization as a long-term opportunity for a better career path. The majority of passive candidates won’t be persuaded by superficial reasons, and if they are, they may not remain satisfied for very long.
As seasoned professionals, we at Executive Tracks Associates have mastered the art of recruiting, and know how to promote the salient points of a job opportunity. We combine technology with proven recruitment insights to present the role on offer to passive candidates in the most compelling and captivating manner and ensure that passive candidates are able to see merit of joining our clients.