If you’ve ever had a great opportunity come across your desk unexpectedly, you know what it feels like to be a passive candidate. But it takes more than luck. Cultivating a strong online presence and an outstanding reputation are required to get noticed. Here’s how we find these candidates and why they’re often the best fit for the specialized jobs we fill.
Passive vs. active candidates
Our recruiters hire the best candidates for every position we fill, regardless of their status as an active or passive candidate. The descriptions below are how both types of candidates are typically defined in the hiring and recruiting industries.
Passive candidates are individuals with in-demand skills and experience who are not actively searching for a job but are a strong fit for an open position. These candidates are typically happy in their current positions and aren’t considering leaving until they’re contacted by a recruiter who makes them an offer worth considering.
Active candidates are already looking for their next job opportunity. They typically find success through the traditional application process, while passive candidates are sought out by headhunters. Active candidates may have had their positions eliminated or work for companies that are closing their doors.
Active candidates are considering multiple positions
Passive candidates usually aren’t considering an opportunity before a recruiter reaches out to them. Other than their current role, your open position is the only one they’re considering.
Active candidates may be excited about your open position, but they are also considering other opportunities in their search.
How recruiters find passive candidates
Every recruiter has a unique approach to candidate outreach. Our recruiters often start searches with our existing talent network, built through years of cultivating professional relationships. When a company enlists us to find candidates, we may already know someone who not only has the skills required for the position but is also an ideal culture fit.
If we don’t directly know someone who is a strong fit for a position, there is often someone in our network who does. These insider referrals are an exclusive advantage of working with a recruiting partner who knows your industry.
For some positions, our recruiters strategically comb through professional networks like LinkedIn and identify individuals whose technical skills are a strong match for a position. From there, we get to know the candidates on a personal level, asking the right questions to determine whether they would align with the goals of the company that is hiring.
How you can connect with passive candidates
If you’re seeking passive candidates through internal recruiting efforts, try starting with your professional network. If you don’t already know someone who would be a good fit for your open position, your connections might. Another widely used approach is launching an employee referral program. This incentivizes your current employees to refer individuals they are connected with who may be a good fit.
Working with a recruiting firm is often the fastest way to meet passive candidates. When you launch a custom Executive or Direct Hire search with SRG Stillwater, our recruiters seek out these candidates with a sense of urgency. If you have questions about passive candidates or you’re ready to connect with them, contact our recruiters or call us at 651-383-2020.