There is more than one difference between an active job seeker and a passive candidate. This is especially the case when you’re talking about a top passive candidate.
And if you’re an employer in the Engineering and/or Information Technology fields and you’re looking to hire, then you should definitely be interested in hiring top passive candidates. When we say “top passive candidates,” we’re talking about the top 5% to 10% of the candidates in the marketplace.
Since there are differences between active job seekers and passive candidates, those differences extend to how they perceive your company’s job opening.
An active job seeker, as their name indicates, is actively looking for a new job. As such, their criteria for considering an employment opportunity is different than that of a top passive candidate. That difference can be summed up as follows:
An active job seeker will consider an employment opportunity that is not necessarily better than the job they have right now—if they currently have a job—while a top passive candidate will not consider an employment opportunity that is not clearly better than their current job.
This is an important distinction, namely because the following applies to passive candidates:
- Their present employer is keeping them relatively happy.
- Their present employer is keeping them more than relatively busy.
- They’re comfortable in terms of both position and their level of compensation.
So . . . because they’re relatively happy, more than relatively busy, and comfortable with both their position and their compensation, it would take a lot to make them consider a change. At the very least, it would require the promise of a job that is not just perhaps better than their current position. It would require the promise of a job that is clearly better than their current position.
Considering all of this, it is incumbent upon the employer to “sell” the position to top passive candidates. In other words, employers have to convince these candidates to consider the position. After all, top candidates are not going to “come running” just because you have an open position you want to fill.
More than likely, top candidates are not even going to know that you have such a position, much less “come running” for it. (Heck, they’re not even going to see your online job advertisement, mainly because top passive candidates do not look at online job advertisements.)
So the correct way to present your company’s open position to top candidates is to frame the opportunity as being clearly better than the job they have right now. That means you have to communicate and articulate how the:
- Job itself is clearly better
- Opportunity for advancement is clearly better
- Organization itself is clearly better
- Company culture is clearly better
Top candidates are not going to do this work for you. Instead, you must do the “heavy lifting” and convince them that what you’re offering is worth pursuing. That is how you attract top talent, and that is how you hire top talent.
If you’re looking to hire, we invite you to connect with our team today and see what The Doepker Group can do for your organization.
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