When people think of a job candidate, they are often quick to envision a professional that is actively going out of their way to search for open positions, going to interviews, and doing everything they can to land their next gig. While these candidates make up a large portion of the talent pool, there are candidates out there that don’t fit into this mold. I’m referring to passive candidates and the role they play in recruiting.
What are Passive candidates?
Passive candidates are people who are being considered for an open position but are not actively looking for a new job. Active candidates, on the other hand, are looking for open positions and tend to make up the majority of job applicants. One way to differentiate the two is that passive candidates are typically sought out by recruiters while active candidates submit job applications for open positions. This isn’t a hard rule for the two, just a helpful tip for differentiating them.
Why would I pursue a candidate that isn’t even looking for a job?
You’re probably thinking, “Why should I put forth the effort into recruiting someone that isn’t even looking for a job?”
That’s a great question, one that has a couple of answers that you can find right below:
- You know they have value
Not to take away from candidates that are currently unemployed, but when a candidate is currently employed, then you know they have the abilities and strengths to succeed at a reasonable level because a company is making the decision to continue to keep them on each and every day.
- Lack of competition
When you interview a candidate that is actively looking for a job, then who knows how many interviews they’ve completed that week. For all you know, they could also be talking to 5-10 other companies. Which means that right when you get your hopes up and think that you’ve found your next star employee, they can pull the rug from under you and say that they’ve taken another job. When dealing with a passive candidate, you know that the only competition you have is with the company they’re currently working at.
- They’re more honest about their skills & abilities
They’re already employed, and while the idea of another job may be attractive to them at the moment, they aren’t necessarily in a position where they’re so desperate that they’re willing to lie and make things up about their past. Whenever a passive candidate tells you something, you can rest assured that it’s true.
Using Interview technology to interact with passive candidates
Now that you understand the benefits of pursuing passive candidates, let’s touch on the best use methods for recruiting them. One, in particular, is video interviewing, it’s especially effective at bringing in passive candidates. Here are some of the most important reasons as to why video interviews are able to bring in passive candidates.
- They can complete them whenever they’re free
We’ve all been there. You dart off to the bathroom whenever a recruiter calls you in hopes of none of your co-workers (or managers!) finding out that you’re looking for work elsewhere. This can be stressful and finding time during the workday to do an in-person interview can be even more stressful. This is where video interviews come in handy. Your passive candidate is able to complete them whenever they’d like, wherever they’d like, all at their convenience. Letting them know right at the jump that they’re going to be able to complete their interviews over their computers at their convenience, can be the difference between them giving your company a chance or them telling you that they’re not interested.
- Video interviews give you the opportunity to explain more about your company
Since the candidate is already employed you’re going to need to go the extra mile in order to “wow” them. In other words, spending 5 minutes on the phone talking about how you all like to go out for mimosas as a team on Thursdays isn’t going to cut it (although that is definitely a nice touch). With video interviews, you get the chance to record informal segments in-between questions that you can use to talk a bit more on your company’s history, your workplace culture, benefits, as well as a plethora of other topics. Another idea is to include some time to give a walkthrough of your offices so they can be a bit more acclimated with their future work environment.
- Giving them a personalized experience
You’re going to have to really impress them if you want them to put their two weeks in at their current company and come work for you. One way of doing that is by giving them a personalized experience through the use of messaging. You’ll be able to communicate with them and gain their trust early on in the recruitment process by giving them the freedom to communicate with your recruitment team whenever they need to. It may seem simple, but most other companies are stuck using email and a platform where candidates can receive responses quickly instead of waiting hours will make all the difference.
Passive candidates can be a valuable pipeline of talent as long as you know how to attract them. If you are in need of a software platform that can give you all of the benefits listed above, then take a look at the features that accompany Wepow.