The Advantages and Disadvantages of Both
As a recruiting professional, you’re always looking for ways to find the best candidates for your open positions. One strategy you may be considering is focusing on attracting passive candidates vs active candidates. But what are the advantages of each approach, and how can you effectively use both to build a strong talent pipeline?
What’s the difference between a passive candidate and an active candidate?
First, let’s define what we mean by passive and active candidates. Passive candidates are those who are not actively looking for a new job but may be open to new opportunities if they arise. These individuals may be content in their current roles but are open to hearing about new opportunities that align with their skills and experience. On the other hand, active candidates are those who are actively looking for a new job and have applied to specific job postings.
Advantages of attracting passive candidates
So why would you want to focus on attracting passive candidates? For one, passive candidates are often higher quality than active candidates. Since they’re not actively looking for a job, they’re likely more satisfied in their current role and have fewer reasons to leave. This means they’re less likely to jump ship as soon as a better offer comes along. Additionally, passive candidates are often higher skilled and more experienced than active candidates, as they’ve had more time to develop their skills and build their careers.
Another advantage of attracting passive candidates is that they’re not being actively pursued by other recruiters. This means you have a better chance of getting their attention and engaging them in a conversation about your open position. And since they’re not actively applying to other jobs, you don’t have to compete with other companies for their attention.
Advantages of attracting active candidates
But what about active candidates? While passive candidates may be higher quality, active candidates have their own advantages. For one, they’re actively looking for a job, which means they’re more likely to be available and interested in your open position. This can be especially useful if you have urgent hiring needs and need to fill a position quickly. Additionally, active candidates are easier to reach and engage, as they’re already actively searching for job opportunities.
Effective use of both passive and active candidates
So how can you effectively use both passive and active candidates in your recruiting efforts? One approach is to focus on attracting passive candidates first, using targeted marketing and networking efforts to reach out to individuals who may be open to new opportunities. Once you’ve built a strong talent pipeline of passive candidates, you can then turn your attention to active candidates, using job postings and other outreach efforts to engage with individuals who are already looking for a new job.
In conclusion, attracting both passive and active candidates have their respective advantages. Passive candidates are often higher quality and less actively pursued by other recruiters, while active candidates are more readily available and easier to engage. By using a combination of both, you can maximize your chances of finding the perfect candidate.
