2 Types of Candidates, 2 Approaches to Recruiting

Candidates are often broken down into two categories, active and passive, when thinking about effective recruiting strategies. An active candidate is either unemployed, soon to be unemployed, or has decided to switch jobs and is proactively searching for a new opportunity. They’ve likely updated their resume, changed their LinkedIn profile to “open to new opportunities,” and begun applying for jobs that fit their experience and interest. They are motivated to move along in interview processes quickly and often juggle several companies and prioritize the best positions when setting interviews. Active candidates may hold their cards close, so to speak, in that they may be reluctant to share information about their other job searches to position themselves for the best offer.

Passive candidates are typically in a job that satisfies them, and they are not actively pursuing other employment opportunities. They are less likely to be visible on online recruiting sites like Indeed.com, and if they are, their experience may be out of date since they don’t need a current resume. They may be open to new opportunities, but not unless asked. They generally take more convincing to have a conversation as they don’t want to waste their or a company’s time talking when they aren’t interested in making a move.

Different Motivators

One of the most significant differences between active and passive candidates is what motivates them to take part in exploring a new opportunity with a company. Active candidates are looking for a company that will move fast with them through an efficient selection process. It does not mean active candidates are looking for companies to cut corners and make rash selection decisions, but they also don’t want a selection process to span a dozen steps and weeks to complete the process. Active candidates are educated on the job market, know what typical salaries and benefits are being offered, and have this information to leverage to negotiate their compensation. They constantly compare the companies they are interviewing with, knowing their top choice. An active candidate’s top priority is getting a job offer from a company that they feel is a good fit for them and are motivated to make it happen as soon as possible.

Passive candidates are typically satisfied in their current role but may have aspects of their employment that they wish they could improve. Therefore, they need to hear the “why” of working for a company before considering new opportunities. A better work culture or career development opportunities may be enticing for some. Others may only make a move for a higher salary. Either way, passive candidates need more convincing! They are also more comfortable with a longer timeline, perhaps wanting to slow-walk the steps of the process while they consider the opportunity. They compare a potential chance to their current job, looking for evidence that making a move would benefit them, and are not keen to take a risk. A passive candidate’s top priority is ensuring any time they spend considering a new opportunity is well spent and won’t make a move unless they are sure they will have a better work situation as a result.

Different Recruiting Approaches

Because active and passive candidates are so different in their motivations, there needs to be a different approach to recruiting.

As we know, active candidates move fast and require companies to also move quickly through their process of making an offer. Therefore, companies should not compromise their selection process but instead ensure that the candidate is informed of the process and that there is efficiency. In addition, companies should be prepared to discuss how they stack up to their competition in terms of work environment, compensation, and opportunities for career growth.

Passive candidates require thoughtful and targeted outreach that tells them why they should consider making a move in the first place and then successfully shows them why your company is worthy of their time. Companies should be prepared to move at the candidate’s pace and quickly highlight why your company could be a better option than where they currently are.

Final Thoughts

The best recruiting strategies account for both active and passive candidates and focus on meeting the motivations of each throughout their process. Whether it’s moving quickly to ensure another company doesn’t hire an active candidate before you can make an offer or whether you take extra time to show a passive candidate why your company is great, companies must be adaptable and individualized when interviewing both active and passive candidates.