The importance of passive candidates

The importance of passive candidates

First, it is important to clarify what we mean by active or passive candidates. These concepts must be clear from the outset, otherwise the article loses all meaning.

  • Active candidates: Are those who are looking for job offers and selection processes. Within this group we find unemployed people; as well as dissatisfied employees in their current positions, or simply seeking greater incentives.
  • Passive candidates: They are those who are not looking for work, but that a good proposal can convince them to change jobs. They usually do not make efforts to track job offers because they are already working, and are satisfied in their respective workplaces.
More and more people of working age now spend time inspecting the labour market for new job offers. Despite this, passive candidates are still highly valued.

What makes them so special?

It’s normal to wonder: Why should it take time to convince a happy employee to come work for your business when you have hundreds of candidates volunteering for the job?

A study conducted by LinkedIn in 2011 gives us some clues. This research concludes that passive candidates have the following characteristics compared to assets:
  • They are 120% more likely to want to make an impact on the company.
  • With a 33% higher probability they want a challenging job.
  • They are 56% more likely to want a corporate culture that fits their personality.
  • They are 17% less likely to need skills development training and 21% less likely to seek recognition.
To top it off, the share of passive candidates is particularly high in sectors or positions where the required mix of experience, training and skills is not easy to find. It is in these cases that searching through a database of passive candidates makes more sense than ever.

How to attract passive candidates?

Hiring the passive candidate you’re looking for is no easy task. To begin with, the first obstacles that arise before us are: to find him and to contact him or her. Now, thanks to the emergence of new technologies and social networks, it is more affordable to access non-active candidates. However, to achieve results through them, You have to work hard the networks of contact and know the trade. It is here that the specialization of professionals in search of talent plays its essential role.

In addition, the contact phase is highly sensitive since seducing passive candidates is more difficult than engaging active candidates. Sourcing and persuasion techniques are needed, which only good recruiters know how to apply.

People, although satisfied at the professional level, remain open to opportunities that represent an improvement over their current employment. So what is the best solution to overcome setbacks in attracting passive candidates?

The most recurrent solution and offering greater guarantees is to outsource selection processes, making use of highly specialized recruiters. They, through their extensive contact networks, have immediate access to high quality passive candidates.

It is for this reason that TalentFY works with an extensive network of resources specialized in finding IT candidates, thanks to them and their experience in working complicated positions we can guarantee that 67% of the candidates submitted arrive at the interview phase.

In short, focusing on recruiting passive candidates often involves a large investment of time, especially without the help of external consultants. However, when done properly, the investment is totally worth the effort as it results in better hires.

And you, do you focus your attention on passive candidates? What do you do to contact them?

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