Recruiting Passive Candidates vs Active

If candidates actively apply for all your open jobs, one might believe that the hard work of recruitment is over. But just like every coin has two sides, so does recruiting. Sometimes the best candidate isn’t someone who’s actively seeking a job change. Finding ways to work with passive candidates can be more difficult and require a different approach. So, what is the best way to locate and hire those candidates who aren’t actively looking?

The Two Types of Candidates

To be clear, an “active” candidate seeks out the employer, i.e. they find the job posting (online or otherwise) and directly contact the employer. Whereas “passive” candidates are sought out by a third party (typically an external recruiter) and are brought to the employer. They were not looking to change jobs but they aren’t entirely against it. These candidates would be willing to make the jump if all, or most, of the boxes on their checklist get ticked. It is up to you, the employer, to help sway their mind and their life’s path.

However, most employers recruit both types of candidates the same way yet there is a distinct difference that one must be mindful of during the process.

The Plus & Minus

Some of the perks of working with an active candidate include:

You can work at your own pace in processing their resume & application
Some delays in the interview process and offer-making decisions are acceptable
Pay and benefits are less negotiable

But when recruiting passive candidates, it’s essential to remember they were not looking to change until the recruiter contacted them. They were content where they were, but there was something about the opportunity that piqued their interest and made it worth the energy required to “explore” the opportunity. Here are some important keys to working with passive candidates:

They have nothing to lose, and they can be more scrutinizing
Time elements are crucial: the process needs to keep moving at a steady pace. They won’t put up with any delays or other sorts of dismissive actions
They already have a strong track record and will need to be wooed to come to your organization

One Size Does Not Fit All

As an employer, you will work with all types of candidates. But remember, as a rule of thumb, it is typically more beneficial to work with passive candidates because they tend to be better candidates in the long haul. While the initial interview process and offer package will be more difficult, passive candidates (soon to be your employees) tend to be top performers and are less apt to be job-hoppers.

A big part of the success in landing the passive candidates is partnering with a NNP recruiter during the process. This will enable you to get feedback from the recruiter that most candidates don’t feel comfortable sharing directly with your internal HR staff. This feedback can be the crucial element to landing the candidate vs just interviewing them. You’re also able to get more insightful information when it comes to salary discussions. No one wants to lose a strong candidate over money but neither do we want to pay more than necessary.

Adapt to your Candidate

So remember, stay away from the “one-size-fits-all” recruitment strategy. Your organization will attract multiple styles of candidates so be prepared to work with each of them in the most beneficial manner. In the end you’ll have a better outcome, higher employee retention and a stronger neonatal unit.