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Many people do not know the difference between an active candidate and a passive candidate.

An active candidate is looking actively for new job opportunities. Many of them can be unemployed but they are active in the labor market, on social media and they answer job advertisements and send their CVs to their friends or employment agencies. 

Passive candidates are currently employed and not looking actively for new job opportunities, but they can still be open to changing their jobs. Their motivation why they react to a job advertisement or being approached directly varies. Somebody’s attention is attracted by a banner or a PR article. Somebody else looked for a job a few months ago and interrupted their search. And sometimes they get a recommendation from a friend or are approached by a head-hunter. 

It is worth taking interest in passive candidates in two situations. The first one is the acute shortage of candidates for your vacancy. The second one is highly qualified or management positions. An excellent candidate can influence the company development significantly and a badly selected candidate can have a very negative impact on the whole operation and turnover of the company. 

According to LinkedIn, the best talents looking for a new career are often employed within 10 days. If you hesitate, you will not have any top candidates to hire.

This is another reason why focus on passive candidates. A key to hiring a passive candidate is to attract their attention. According to LinkedIn, passive candidates are 120 % more likely to want to influence your business. Moreover, they are 17 % less likely to need opportunities to develop their skills compared to active candidates. 

Passive candidates are an attractive offer for every employer. There is a reason why almost 98 % of talented teams consider passive candidates an important source for recruitment.

How do you work with passive candidates? Do you only approach them through head-hunters or work with them systematically in the long term, like with your clients and potential clients? 

 

Building your own database

Building your own database of candidates means you understand that the same principles used by salespeople are also suitable for recruitment. 

 

Use sales CRM processes

A salesperson has their own CRM database of contacts and tries to communicate repeatedly with the people they already know, which increases their chances to sell their products. A recruiter should do the same. A passive customer is the same as a customer for a businessperson. The principle of communication is very similar, but it has not been used in recruitment too much so far. An essential advantage of building your own database is the fact that when I approach the candidates after opening a new vacancy, they already know the company and I do not have to wait for weeks before a candidate randomly finds my advertisement on a job search website.

 

Time To Hire

“Time to hire” a candidate from the database is therefore shorter. However, it applies on condition there are more candidates. Logically, most people do not want to change the job now but there are some who will consider it if it is a good offer or is so lucky that they look for a new job actively. And the luck is about the statistics! Every person changes their job every 7 years. Somebody every third year, somebody once in every 10 years. It means that on average, 15-20 % of your database are active candidates and dozens % more are passive ones, but they will consider a good offer. 

CVSearch#1

With JOB#1 solutions you can finally monetize your candidate database. Within seconds we will help you to scan all CVs based on the open job description and specific requirements. No further future administration: tagging and categorizing is not required.