We hear that the talk of the town is the elusive yet desirable passive candidate. At any recruiters meet or on any recruiting blog, you will find that attracting passive employees is all the rage. And rightly so! The passive candidate is what a recruiter’s dream is made of. According to a blog post by Linkedin around 75% of the workforce is passive, at a given time.
So here are a few reasons why recruiters love passive candidates.
Passive candidates are not desperate
The main characteristic of passive candidates is that they are not specifically looking for a job since they already have one. Recruiters think these kinds of candidates are suitable since they are not desperate and they make decisions that are more career-oriented rather than on the basis of necessity. 75% of candidates conduct their own research before applying for a job. They take their time in making decisions and are well informed. This means that passive candidates are more likely to be happy with their new jobs and are willing to stay longer.
Passive candidates are transparent
Since passive candidates are already employed, they are very secure in their profession. There will be no instances of exaggerated CVs to impress. They have solid experience and state accurate facts on their resumes.71% of workers admit to active job searching or at least openness to a new opportunity. Furthermore, recruiters appreciate it when candidates are honest and transparent about their career goals and aspirations. Being passive, candidates will not be tempted to take up dead-end jobs merely for the pay.
Faster return on investment
Passive candidates align their own benefits with the position they are looking for. This helps in increasing employee engagement. Therefore there is a much faster return on investment on your candidate. This also decreases integration time and increases productivity. The chances of encountering a bad hire is much lesser when it comes to a passive candidate. Once hired, passive 17% less likely to need skills development and are more driven than active candidates. This ups the ROI on passive candidates substantially.
Passive candidates may be a better fit for the role
They may have earned a valuable industry reputation, which could, in turn, further bolster your company’s own reputation. Passive candidates are statistically more likely to be highly qualified and do not need to seek a new position to improve their skill set or competencies. As a result, passive candidates require less training.
A recruiter’s goal is to find the best possible person. To do that, they need to have the best pool of applicants to choose from. The active applicants are applying to many different jobs, and they are quickly taken by other employers. The employed workers likely have a great deal of talent – they provide value to their existing company and are always available to at least try to attract to your job opening. Taking roles that are more challenging and relevant to their aspirations makes them very productive assets to a company. Passive candidates are around a third more likely than active candidates to desire challenging work. This makes them proactive and more prone to taking initiative.
They can be marketed
84% of candidates are ready to change their jobs if a company of high reputation is offering it to them. They take up interviews with only those employers presented by the recruiters. They do not want to waste anyone’s time especially their own The mindset of passive candidates are very different from active ones. They have different motivational factors and are usually more career driven.
There is lesser competition
It’s easier for companies to match the compensation packages of passive candidates than active ones. Usually, active candidates send out their CVs to various companies and it becomes harder for recruiters to match their demands. Passive candidates lack urgency, as a result of which there is a lesser chance that they will be interviewing with other companies. This reduces competition for the recruiter.
They have the right kind of motivation
There is a greater chance that passive candidates will be motivated by the position for all the right reasons -the challenge it presents or the level skill. They are less driven by financial compensation. Although they might be more expensive than active candidates,with their skill sets and motivations, they prove valuable and a good investment.