Passive Candidates: Your Effective Recruitment Resource
With the tidal wave of resignations that hit the U.S. and the global job scenario in 2021, it has become a hard task not only to find suitable candidates but to retain them as well. This is especially applicable for niche industries, where the talent pool is much smaller than the rest. As we walk into another year with staggering employment statistics, recruiters are expected to change their hiring strategies for successfully sourcing top talent!
Sourcing passive candidates is an effective strategy to get the most suitable high-quality candidates for your organization, especially in specialized industries like healthcare and technology.
Who are Passive Candidates?
Active candidates are those who are actively looking for new opportunities, sending in applications, and available for interviews right away.
Professionals who are already employed and not in a hurry to change their current jobs are referred to as passive candidates. They're usually satisfied with their current employer and job profile, and are not actively seeking new employment. They may, however, be receptive to an excellent work prospect if one arises.
Passive candidates may not apply naturally (for instance, on recruiting databases) and may not be available immediately. You may have to follow up with them consistently and understand what their career need would be.
Why Passive Candidates?
High work pressure, hiring freezes, work overloads, etc, are fuelling the spark for a huge community of working professionals to change their jobs.
According to the LinkedIn Talent Trends report, 45% of working professionals are looking out for better opportunities and would be happy to talk to recruiters! That’s almost half of the workforce, which proves why sourcing passive candidates could be immensely beneficial.
Here’s a glimpse into the multiple advantages of shifting to Passive Candidate Sourcing:
Passive candidates often possess the best qualification, experience and skill for the job. Passive candidates are respected at their job, work hard, and have accumulated enough competence to earn their employers' respect. The fact that they are not actively searching for opportunities shows the level of appreciation and regard they might be receiving with their current job.
Recruiting passive applicants is an easier process when compared to that of active candidates. Since passive candidates aren’t in desperate need of a job or change, they are often approachable. Their specialized skills and experience in the niche market also leave them with less competition.
Wider Pool of Candidates
79% of the workforce comprises of passive candidates. By tapping such a potential market, you can add value to your small business. The biggest advantage is that such candidates are usually experienced and have a variety of skills, due to their already being in the required field. Even if you’re looking for a niche field, passive candidates can fill up your vacancies more effectively than active candidates.
Passive candidates may always be genuine with their career profile as they already hold a job. There won’t be desperate measures to fit into you’re the square of skills or expectations from the job description., They tend to be far more professional, industry-savvy and less aggressive.
Passionate to Grow
Every company needs motivated individuals that desire to advance. Candidates who are passive demonstrate an interest in their own progress and development and are highly self-motivated. They bring with them that dynamic attitude to your organization, instigating mutual growth for the company and themselves.
No Time Pressure
When you see a competent active job-seeking individual, you need to respond quickly as a recruiter. Active applicants have several chances and may even be in multiple processes, putting you under a lot of pressure to decide quickly. If the applicant completes another recruitment procedure faster or chooses to pursue a better opportunity, you will lose your chance and have to renew your talent search.
Meanwhile, passive prospects are not in a running race to outwit competition and are more amiable with your timeline. Seeking passive prospects allows you to focus on the specifics without the danger of applicants crossing the finishing line in another process, or of them moving too rapidly through your process.
Zita: Pace up or Tune up your recruitment wheels faster and smoother
With all the desirable prospects of passive candidates, how do you search, filter and recruit them? Welcome to Zita’s meticulous talent sourcing process!
Zita’s Talent Sourcing Portal provides multiple features such as:
Going Through Roles - You shall be getting access to more than 7 million candidate databases worldwide, with the ability to filter them out on the basis of location, background etc.
Viewing Full Resume - You can view or download the full resume database of a prospective candidate, if the information in the snippet seems insufficient. Getting free resume access would be beneficial.
Unlocking Contact Details - Liked a particular candidate and want the contact details? Using the contact credits, you can easily unlock the information for candidate. Plus, these credits are affordable enough!
If your recruitment strategy is centered solely on active prospects, you may well be missing out on the bulk of high-quality candidates who could add more value to your business. With Zita’s AI-enabled Talent Sourcing with efficient ATS features and capabilities, you'll get access to a broader talent pool with much less competition. To know more about smart strategizing for your recruitment process, reach out to us at here.