The Fine Print of Active Candidates

Active candidates
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If you have been following some of our latest posts, you know that we’ve talked quite a bit about sourcing, engaging, hiring and retaining passive job seekers. While this is all very useful, we also need to talk a bit about the other side of the coin, which would be active applicants.
We all know the main difference between active and passive candidates: the first, are actively looking for a new job opportunity while the later, are not. This leads many employers and recruiters to believe that active job seekers are much easier to hire than passive ones. However, the truth is not that simple.

Active job seekers are not necessarily unemployed

Just because they are actively looking for a job, it doesn’t mean that they are currently unemployed. In fact, approximately 25% of currently employed people are actively looking for new professional opportunities. The reasons behind this may vary from one person to another: being unhappy or dissatisfied with their current job, wanting a new challenge, or just looking to change their career path.

It is important to know what these professionals are lacking in their current positions, in order to successfully engage them. If you offer a candidate something they already have, they might not see why they should leave their job and come to you.

Moreover, some of these professionals don’t start their search online. They might enquire their network about potential openings in their companies, asking for referrals or joining talent communities relevant to their area of expertise; in fact, almost 15% of the workforce falls into this category. So, you definitely want to consider the idea of having and promoting a referral program with the help of your existing employees.

Timing is everything!

One thing that could make hiring active candidates harder than passive ones is the time the process takes. When going after an active candidate, the clock is ticking, and you need to be fast and assertive if you want to charm them. In fact, there’s a surplus of jobs and not enough workers to meet the demand, so it’s really their choice!

If you have come across one of these professionals, keep in mind that you’re not the only one fishing in that pond. Others will try to snatch candidates out of your hands if you take too long to decide whether or not they are the right fit for you.

This doesn’t mean you should rush through the recruitment process, but you should consider the extra pressure that hiring active candidates represents. You will have to find the balance between doing things efficiently and doing them fast enough.

Get ready to filter!

The worst part of looking for active candidates may possibly be bumping into underqualified applicants. It’s something unavoidable that happens when you post a job online – not every candidate will be what you’re looking for. This goes back to the not-rushing-it point. If you do things too hastily, you will probably end up with a bad hire and you’ll have to start the whole process all over again.

The most effective way to reduce the number of unqualified applicants knocking at your door is to be very specific and thorough with your job description and the kind of professional you’re looking for.

Final Thoughts

At the end of the day, going after active or passive candidates is entirely your decision. Each group of professionals has its own pros and cons, making it just as challenging to attract and engage either one. What matters is choosing the most effective recruitment strategy that can lead you to the best talent in the market.

Edu Rojas
Content Marketing Editor at neuvoo