Benefits of the temporary workforce and Snelling In last week’s Snelling Blog, we talked a little bit about the fact that there is beginning to be no difference between active and passive candidates.

Due to low employee engagement in many (if not most) companies and a volatile job market, the line is being blurred between these two groups of job candidates.

There still is a difference between and active and passive candidate, but, in most cases, it is not in the skills and value that they bring to the table….simply in the recruiting approach that needs to be taken to successfully attract the two different types.

Regardless of the category, your job is to find the best candidate possible….they may be active, passive, actively passive, etc.  You will not know until you find them, engage them and determine their true availability.  Different types of candidates have different motives – wanting a job or wanting more responsibility, more prestigious job title – so the recruitment strategy must appeal to each group.  A mistake many hiring managers make is to use the same recruitment methods on the two different candidate types.

Active Candidates

These candidates are looking for a new job (for a variety of reasons) and are actively submitting their resumes to online job postings they feel are good matches.  In addition, they are attending job fairs and initiating contact with general employment agencies.    

Do not downplay these candidates.  People who are actively seeking their next opportunity may be doing so for reasons that are completely out of their control – a company-wide layoff, bankruptcy, or a merger and/or acquisition that had made an entire department obsolete.  They will come to you qualified, flexible, willing to learn and motivated.  So optimize your search for them by writing an effective job description – one that is clear, concise and descriptive, attending relevant job fairs, and leveraging your staffing firm partner.

Passive Candidates

Passive candidates tend to be worried about confidentiality; they do not want anyone else to know that they may be considering a job move.  They typically do not attend job fairs, do not submit resumes to online job postings, and do not have any type of any self-initiated relationship with employment agencies.  If they did, they would be considered active candidates.

The best way to locate these candidate types is through direct sourcing methods which are very time consuming.  Developing personal relationships with these candidates is of paramount importance, and personal relationships take time.  True passive candidates are not looking for a new opportunity – they probably do not have a resume, and (in many cases) may not have a fully-completed LinkedIn profile.  They will need to be sold on the opportunity, convinced of its credibility and viability, coaxed through the hiring process, and worked with to overcome each and every objection.

Unless you are the Google, KPMG or Procter & Gamble of your industry (i.e. you have a powerful employer brand that can be leveraged for recruiting), you are not going to be able to pull an entire population of passive candidates to your open jobs.  The same sourcing methods simply cannot be used for both active and passive candidates.  Therefore, partner with a recruiting expert – one who understands your industry and has the skillset and the expertise to find, engage and deliver top-quality passive candidates.  We invite you to visit the Snelling website and locate your closest Snelling office where our full-time, knowledgeable recruiters can begin working with you to develop a plan to locate the best-fit candidate – either active or passive.