Passive candidates vs. active candidates

What are active and passive candidates? An active candidate is someone who’s actively trying to find a new job. They’ve updated their resume, spent time searching for openings and applied to jobs that interest them. Some active candidates are currently unemployed while others have a job but want a new opportunity.

A passive candidate is usually someone who already has a job and isn’t actively pursuing new positions. However, they would consider a career change if the right opportunity presented itself. When you recruit passive candidates, you’re seeking them out and letting them know about your company instead of them pursuing you.

Pros and cons of active candidates

When comparing passive candidates vs. active candidates, looking at the pros and cons of each can help. Active candidates are what you traditionally think of when your company is hiring. They find your job posts online or come to your company website in search of opportunities.

Pros of active candidates

The benefits of pursuing active candidates for your job openings can include:

• Ready for new opportunities: These candidates want a new position so you don’t have to convince them to leave their current jobs.

• More affordable: You likely already have several strategies to promote your job openings. Relying on active candidates means you don’t have to spend extra time and resources on identifying and recruiting people who may or may not want to work for your company.

• Faster: When you need to fill a position quickly, active job seekers could be a better fit. They’re already looking and might apply to your position without any encouragement from you. You’re not spending extra time sourcing and screening passive applicants.

• Willing participants: Since active candidates want new positions, they may be more responsive when you call to set up an interview. You may hear back from them quickly, and they might complete various tasks faster than a passive candidate who isn’t sure they want the job.

• Compatibility: If someone applies to your company, they’ve likely done a little research and decided they would be a good fit for your organization.

Cons of active candidates

There can be some drawbacks to focusing on active candidates, including:

• Competition: When someone is an active job seeker, they’re likely applying to multiple jobs. They may be in a hurry to change jobs, or they might already have offers on the table from other companies. It may be difficult to secure an active job seeker if they’re a top pick for multiple organizations.

• Skills mismatch: A job seeker who wants to change careers quickly might apply to any job that could work. They may not meet all of your requirements or have the skill level you need for your position.

• More screening: With passive candidates, you typically do research ahead of time to find ones with the skills you need. However, you’ll need to screen active applicants after they submit their applications to see if they meet your minimum requirements. This can be a time-consuming process depending on how many applications you receive.

Pros and cons of passive candidates

Pursuing passive candidates also comes with pros and cons that are worth considering.

Pros of passive candidates

Potential perks of pursuing passive candidates include:

• Slower-paced hiring: If a candidate is happy in their current position, they’re likely not in a rush to leave. That means you can take a little more time during the hiring process to make sure you find a good fit.

• Better fit:Active candidates often want a new job quickly, so they might accept a position that’s not an ideal fit for them. Passive candidates aren’t looking for a new job, so they’ll likely only pursue an opportunity if it’s good for them. This could result in finding candidates who’ll fit the position well and might stay longer.

• Decreased competition: Many HR teams and hiring managers focus on active candidates since they’re easier to find. That means you’ll likely have less competition for passive candidates.

• Targeted skills: When you approach passive candidates, you can research their skills, experience and talents to ensure they meet what you need and want. You may end up with a better match for your position as a result.

Cons of passive candidates

Cons to consider that could make pursing passive candidates more challenging include:

• More work: While active candidates come to you, targeting passive candidates means you’re doing more of the legwork. This may require more costly and time-consuming company resources.

• Higher expectations: Passive candidates aren’t necessarily unhappy with their current situations so you’ll need to give them a good reason to take your position. You may need to offer a higher base salary or throw in extra perks and benefits to attract them to your company.

• Culture conflicts: When an active candidate applies to your company, they’re likely excited about working for you and aligning with your company’s mission. Passive candidates might not have that compatibility since they didn’t seek out your company.

Active candidate recruiting strategies

Active job seekers are looking for positions, but they might not have their eyes on your company yet. The following recruiting strategies can help you connect with more active candidates when you’re hiring:

• Vary your advertising methods: Sharing your job openings in several places can help more job seekers find you. Look at your current methods and think of ways to expand.

• Write detailed job postings: Your job posts should be specific about the benefits, company culture and details of the position. Highlighting the key requirements can help increase the quality of candidates.

• Improve your careers page: Review your existing careers page on your website and make changes as needed. Providing the information applicants need can help you use it to sell your company.

• Simplify the application process: A long, complex application process may turn some candidates away. Creating a streamlined process may encourage more people to apply.

Passive candidate recruiting strategies

Finding passive candidates may take a little more work since they’re not actively looking for new jobs. Here are some strategies that can help:

• Encourage employee referrals: Setting up an employee referral program could encourage your current employees to find passive candidates for you. They might encourage someone they know to apply for positions with a little help from a financial incentive.

• Network: Getting involved in industry groups or general networking organizations could help you meet people who may not be actively looking for a job.

• Use social media: Being active on social media can help your company be seen by more people. Your online persona could attract people who aren’t necessarily looking to change roles. As they see more of you online, they might become curious and look at employment opportunities.

• Personalize interactions: By listening to what a person wants and personalizing your messaging to them, you can make a stronger connection, which could encourage them to apply.

• Resume search engines: Using a resume search engine like Indeed Resume can help you proactively source passive candidates who meet your job requirements.

Which is better?

Who wins in the passive candidates vs. active candidates debate? Both types of job seekers can work well depending on your needs. A healthy recruiting plan includes a mix of strategies, which might mean pursuing both active and passive applicants.

If you’re actively advertising your openings through platforms like Indeed, your company’s careers page and other methods, you’ll naturally attract active candidates. Giving those applicants a chance could help you find someone who fits your needs and adds to the team well.

For positions that might require specific qualities, seeking passive applicants who match the requirements well could be beneficial. Passive recruiting can also be a great strategy if you’re hiring for higher-level or hard-to-fill roles. For any position, considering passive applicants may broaden your talent pool and help you find an ideal person for the job.

Trying both methods and comparing your results can help you decide which works better for your company. Look at factors such as the time put into recruiting, the quality of the candidates, job offer acceptance rates, work performance and how long candidates stay with the company. Evaluating and perfecting all parts of your recruiting plan can help you streamline the process and fill your positions with optimal talent.