We’ve discussed the difference between active job seekers and passive candidates before in this blog. And you might have read the title to this blog post and thought, “Why would you NOT treat all candidates the same? Isn’t it a good thing to treat people equally?”

As a general rule, yes. However, when it comes to hiring the best candidates in the marketplace, what applies to one person does not necessarily apply to another.

To review, let’s address the differences between active job seekers and passive candidates.

The active job seeker is characterized by the following:

  • They have already “sold” themselves on the idea of a new job.
  • They typically devote quite a bit of time to their job search.
  • They will “go the extra mile” if they believe it will bring them closer to their goal of a new job.

On the other hand, the passive candidate is characterized by the following:

  • They are moderately happy with their current position and employer, and they might even be happier than that.
  • Their current employer appreciates them, namely because they’re a top performer with many responsibilities.
  • Their current employer compensates them well, including with salary, benefits, and other perks.

Now that we’ve reviewed these differences, let’s examine two key points regarding passive candidates. These points are central to our discussion.

  1. On average, superstars and top performers within the employment marketplace are more likely to be passive candidates.
  2. As a general rule, if you treat passive candidates the same way that you treat all other job seekers, then you increase the chances that you will NOT successfully engage them during the hiring process and hire them at the end of it.

As an employer, you must woo top passive candidates. You must actively recruit them. You have to “sell” them on the opportunity and your organization all throughout the process.

You just can’t assume that these candidates want to work for you. Sure, they might be interested and/or intrigued, but that doesn’t automatically mean their interest will increase. Or even continue.

So that’s why it’s important to ask yourself some key questions as an employer in terms of your company’s hiring process:

  • Are you able to recognize top passive candidates and distinguish them from active job seekers?
  • Is your process for engaging passive candidates different from your process for engaging all other job seekers?
  • If you were a top passive candidate and you weren’t necessarily “sold” on your organization’s opportunity, what would you think about your organization’s process?
  • What changes can you make to your organization’s process that would more effectively allow it to identify, assess, recruit, and hire top passive candidates?

If you want to maximize your hiring efforts, then you must convince top candidates that working for your organization is the next best move for their career. And treating them exactly like active job seekers is more than likely not going to get the job done.

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.

We also invite you to click here to find out even more about the many services that we offer to employers.

By | 2019-01-26T10:47:22+00:00 February 6th, 2019|Hiring, Management|0 Comments

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