Way back as far as 2007 I was initiated into the recruitment industry principles around Passive v Active candidates. Today most candidates are simply; Candidates on the Cusp.
Back then agency recruiters would rarely ‘think outside the box’ for the client, too risky. The client came to the agency to fill their mind picture of an ideal employee. This ‘ideal candidate’ would accept the job offer, simple as that.
LinkedIn loved the Active v Passive debate. It played straight into their hands, they were the way that we could all tap the 70% Passive Candidate pool.
It was never quite that easy to switch to recruiting passive candidates. Selecting from candidates that had bothered to create a resume and click ‘apply’ saved time and reduced that special horror when the chosen candidate backs out on the day before starting.
How times have changed
With record low unemployment even ‘Active’ candidates are choosy and more ‘Passive’ candidates find it easy to be: #OPENTOWORK.
So what can a recruiter in 2023 do?
I treat them all as ‘Candidates on the Cusp’ the demarcation between Active and Passive is no longer clear. My advice:
- STOP CHASING: While there is such a thing as headhunting the client makes that call. For most roles, if you find a ‘possible candidate’ that doesn’t answer your calls and messages within 12 hours then move on.
- MEET CANDIDATES: We’ve all got used to working remotely, it’s a deceptive ‘advance’. You get much more information from face to face meetings. If they won’t meet you will they turn up for the job?
- CALL THEM: Daily updates, pre interview calls, post interview calls and that scary call to make sure they are still going to turn up; they are all doubly important in 2023.
- DON’T OVERSELL: Explore the negatives as well as the positives.
- And COPY YOUR CLIENT it’s easier to handle the pain of ‘No Shows’ when the hiring manager has already seen the work you’ve put into calls and meetings.