Getting The Right Person – What Are Active Or Passive Candidates?
As you would imagine we see a lot of candidates here at Jobwise and we treat everyone as an individual. Part of our role is to ‘assess’ the individual jobseeker. That doesn’t mean we pop them in a convenient drawer with 50 others, in fact far from it, it means that we do the opposite because we look at each one as a person and try to match their needs to the available positions.
For our clients the process is not dissimilar. Just as our candidates have individual needs and wants, so do our clients. They have a role that needs to be filled but there is more to it than that. It is about what the business needs in terms of skills and experience, as well as the suitable person for the role in the wider sense.
One area where candidates do tend to be more easily categorized is in their approach to looking for a new role and it may be worth considering how your employment strategy deals with both areas.
There tends to be a little bit of a negative feeling about the word passive. For most of us it suggests someone who is happy to let the world wash over them without getting too involved. In the context of job seeking however this is not the right way to consider it. Here is a list of the main traits of the passive seeker.
• Passive candidates are not currently pro-actively looking for a job.
• They are usually content with their current position.
• They will often see a clear career path and be content with where they are going.
These things are not the same as settling for any role that pays the bills. A passive seeker will often have found a good role and will be actively pursuing that career with no intention of changing strategy.
• Active seekers are not always unemployed (although of course this is sometimes the case, for example due to redundancy) in fact they will commonly be currently employed but looking to move.
• They are sometimes concerned about the stability of their current role.
• They may also be seeking advancement and looking to take on more responsibility.
Please don’t think that this is all there is to it; there are also the candidates that are in a transitional stage between the two states. Those who are willing to consider options but not too concerned if the options do not present themselves immediately.
From the employers point of view there are benefits to attracting all three kinds of candidate.
• Active candidates are ready and willing to change and will be available quickly. However they are also likely to be considering multiple offers.
• Passive candidates are currently stable in a role and that speaks volumes about their employability. However they will need persuading if they are to move.
• The transitional candidate is probably ready to step up to a new challenge and will respond well to the possibility of promotion or more responsibility. This means they are likely to consider each possible role individually rather than applying for a lot of jobs at once. However they will need a tailored incentive to take a new role.
A good workforce is the lifeblood of any successful business and a well-rounded approach that appeals to all three categories will go a long way to ensuring you have a good selection of the best people for your role. In each case the key to getting the right workforce is to have a good offer that will set you above other potential employers.
This is something we are happy to discuss and make sure that with the right strategy, you are getting the best choice of potential employees.