It is when you recruit talent that is happily employed somewhere else, and that obviously means approaching the candidates with a much different strategy.
Unlike active candidates, passive candidates are already happy where they are so not only are they more selective about the opportunities presented to them, but they are also in no hurry to take up any offer.
While there is nothing wrong in hiring candidates who are hungry job seekers, sometimes the best hires aren’t really actively looking for any new job opportunities, and this can present quite a challenge for even the most resourceful and experienced recruiters.
In this post, we will be discussing how important passive recruiting can be for a company.
How are passive candidates better than active ones?
A major benefit of a passive candidate is that, since they are not looking for any current opportunities, they are probably not interviewing with any other company as well. In fact, passive candidates make for inherently better employees than active ones.
Passive candidates are 120% more likely to want to make an impact on their new company and 33% of them are more likely to want challenging work, as compared to their last job. And with over 60% of the workforce not looking for a new opportunity, passive recruiting in the USA is more than just an option for companies now, it is a necessity.
Also, depending on the field you are recruiting in, there might also be chances that there simply aren’t enough qualified active candidates to choose from, which means you might be compelled to look for passive candidates.
Putting the focus on passive candidates also means that can end up saving a large number of man hours. This is because, when you hire active candidates, you end up spending fairly long hours looking through the long lists of active candidates only to find a handful of candidates that fall into the needed salary range, are qualified for the job, and willing to relocate.
On the other hand, passive candidates are already pre-screened and selected by the recruiters, which, in turn, saves time.
Though, the biggest problem for the recruiters can be to judge which passive candidates are indeed interested in even considering a new opportunity. That is why recruiters need to be extra careful while approaching them.
Since they haven’t shown any interest in the company yet, the recruiters need to get the candidates excited about the company first.
That is why it is always a great idea to introduce the company first and then provide reasons why it would be a good growing place for the candidate. Also, recruiters should let the candidates know why they would be a perfect fit for the job.
There can also be times when passive candidates might be perfect for the job, but they may not be interested in moving. While that is not an ideal situation, it is better to build a relationship with these candidates even if they are not interested, because they might be in the future, or they might know someone who is also just as good and is looking for a job change.
Passive Recruiting in regards to RPO
While passive recruiting might seem time-saving when compared to active recruiting, planning for it and defining a strategy to find the right candidates can take just as much time.
This means that if you are a relatively new company trying to scale fast or a staffing agency that already has a lot of work to handle, finding and convincing passive candidates can be a rather big commitment, and that is where Recruitment process outsourcing (RPO) firms step in.
RPOs have experienced virtual recruiters working with them who know exactly how to approach passive candidates and convince them to come work for your organization.
Also, since they are full-time recruiters and their sole responsibility is to find the right candidates, they are able to find more candidates in a short span of time.