“Active” job seekers are the ones that make their way to you after you post your open position. These candidates skim job boards, lean on their networks, and submit resumes on their own. Passive candidates, by contrast, are usually happily employed and don’t identify as job seekers until you (or your recruiter team) come knocking.
So which type of candidate should you consider for your open position? By nature, the members of both groups can offer serious advantages to your organization. Active candidates are hungrier and more willing to accept your terms and conditions, while passive candidates obviously have some degree of proven skills, since they’ve managed to convince their current employers to hire them. But there’s another side to the same coin; passive candidates can be rigid, unmotivated, and unyielding during salary negotiations. And active candidates can easily cross the line from eager to desperate, which suggests they’re struggling to find employers willing to take a chance on them.
No matter which category you decide to pursue, you’ll have to factor these traits into your sourcing strategy and your final offer. Here are a few tips that can help you gain the edge with each group.
Passive Candidate Hiring Strategies
1. Keep in mind that you hold fewer cards with this group. Don’t be too aggressive, don’t nitpick, and expect pushback if your salary offer is too low. These candidates have very little to lose, so if you can’t or won’t meet their terms, expect them to disappear.
2. Pitch your company. What makes your office a great place to work? What benefit does your organization provide for society and the greater good? Use these as leverage.
3. Be persistent. The squeaky wheel gets the grease, and if you keep squeaking, your candidate will have a harder time walking away.
Active Candidate Hiring Strategies
1. Create a targeted, market tested, data driven post. Lock onto your target audience and position this ad with the same effort you put into positioning your product or service. Attract a huge applicant pool full of highly qualified candidates and you’ll begin your negotiations on stronger footing.
2. Once you’ve gathered a large pool, start cracking down. Make your selection process as efficient as possible. Don’t be afraid to ask tough interview questions.
3. Know what you want when you see it. The longer you hem and haw, the more likely you are to let great candidates be lured away by better offers. Eventually only the desperate will remain. Limit your interviews to three rounds or fewer.
For specific guidance that can help you attract the best candidates in either category, reach out to the staffing experts at Accent Hiring Group. If you are looking for recruiters in Scottsdale, contact us today.