By Macky Weaver, Managing Director, Alluvion

In a constant race to match the right talent to the right opportunities, employers have been looking at multiple avenues and methods to achieve their objectives. From stellar ads to using social media and Employee Referral Programs (ERPs), employers are leaving no stones unturned to fill their pipelines with the best talent for the right jobs.

Of course, times have changed. The current U.S. unemployment rate is 3.8 percent. That means that employers cannot focus only on active candidates to fill their talent pipelines. The best recruiters know how to find passive candidates, too.


What’s the difference between active and passive job candidates?

Active job candidates are those who are actively looking out for opportunities. About 25 percent of the employed workforce falls under this category. They might be looking for a new job offering the same or better role but with more responsibilities, higher pay and additional learning opportunities. They may also be considering a switch based upon:

  • their concerns about their current employer’s stability
  • their concerns about the stability of their position at their company
  • their status as a contract employee

Active job seekers look almost daily for new job postings in their field. They can be found through social media, submitted applications and online candidate boards.

In contrast, passive candidates aren’t regularly searching for new job postings and perhaps haven’t updated their resumes recently. They won’t proactively apply for an job opportunity unless something sparks their interest. Nevertheless, passive candidates often possess the kinds of skillsets that employers are seeking for a critical job opening.


So how do you find and recruit passive candidates?

Since passive candidates are not openly looking at new opportunities, recruiters can usually assume that they are not being actively interviewed by other employers/competitors. Recruitment specialists often network with passive candidates, through social functions or industry events, and they keep those contacts because, somewhere down the line, a job opening will come along which is suited for that specific candidate.

Although the idea of having a slew of passive candidates to fill the talent pipeline of your company might seem like a good one, developing it takes time, energy, technical expertise, outreach skills and of course, an impressive database. Alluvion has almost 1 million contacts in our talent pool, consisting of both active and passive candidates.

Passive candidate searches are discreet and not as “out in the open” as active job searches. The strategy is to keep them involved in a dialogue. By maintaining frequent communication, talking to them about which skills in their resumes make them perfect fits for the positions your company may be hiring for, and why these opportunities are more relevant to their skillsets, recruiters build cases for perfect matches.


So how do you find and recruit passive candidates?

As discussed above, HR teams need to continuously keep communicating to ease passive job candidates into their talent pipelines and ultimately the opportunities for which these candidates are a fit. However, this exercise can be extremely time and resource consuming. It may include creating new application processes which are more passive candidate-friendly and using social media and other channels to successfully engage candidates who might not be on the lookout, yet.

Passive candidate recruitment is just one way Alluvion can help employers meet all their hiring needs. Call (904) 367-3292 to discuss how passive recruitment could help improve your company’s recruitment process and strategy.

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