Actively Passive Candidate

What are Actively Passive Candidates?

A candidate is referred to as actively passive if they are interested in a firm or job but are not actively pursuing it at the moment. A candidate who is actively pursuing their interest can be seen as being in opposition to this.

In the context of job searching, the phrase "actively passive candidate" is frequently used. For instance, if a candidate is interested in a post but hasn't applied yet, they may be an actively passive candidate.

How to source for actively passive candidates

Passive candidates don't actively browse job sites or submit applications, in contrast to typical candidates. Instead, to find and get in touch with qualified candidates for available positions, hiring managers and recruiters use various methods. Recruiters may seek recommendations from colleagues or other contacts in their network to find these folks. They might look for appealing LinkedIn profiles, examine the information from former workers or prospects, and check online groups and websites for professionals, or use talent management or recruitment tools. Aside from traditional search engines, social media platforms could also be useful tools for finding passive applicants.

How to hire Actively Passive Candidates

You must first find a competent prospect and contact out in order to start the recruitment process for passive candidates. Send a brief and straightforward message outlining the position and your reasoning for thinking the person would be a good fit if you're using LinkedIn or another social media platform. Depending on how much you are interested in the applicant, you might want to get in touch with them via phone or email more frequently, but if at all possible, avoid using their workplace contact information.

The goal of your opening pitch or introduction should be to pique the interest of the passive applicant in both your business and the position. Include details about your company, such as accolades and other distinguishing characteristics. Give specifics about the position and how you believe the passive applicant could profit from it and work for your organization. Include how employing the prospect will benefit your business as well. Describe how the job aligns with their prior experience and is a positive move for their career. Passive prospects will need to be persuaded to communicate with you further and explore the job in your initial message because they aren't actively looking for a new job right now. Be eloquent, enthusiastic, approachable, and direct.

The next step for your passive applicant should be specified, such as a phone call or lunch meeting. If you don't hear back from them after a decent amount of time, follow up. Remember and respect the possibility that passive applicants may be happy in their current position and not look to leave when contacting and talking with them. Give them ample time to gather and submit the required materials if they accept your request to submit an application or their name for consideration. If they don't have a résumé or portfolio ready to submit right away, they probably won't.

Conclusion

Passive applicants, or those not actively looking for work, make up approximately 70% of the world's workforce. The final 30 are actively looking for work. Recruiters cannot limit their attention to the 30% of the workforce who are actively seeking new employment. Even passive candidates can be persuaded to accept new positions with the proper offer and an appealing job.