the passive candidate
Reaching and engaging proactively with non-active or ‘passive’ candidates is becoming increasingly important. ‘Passive’ candidates are those not looking for a new job, but who would be interested in the right opportunity and prepared to consider attractive offers.
The proportion of passive candidates varies between countries, markets and, indeed, professions. 2016 LinkedIn research asserts that almost all (87%) of professionals who use LinkedIn in Australia would be interested in hearing about job opportunities that are relevant to them, irrespective of whether they are already employed. So relying solely on traditional recruitment methods, e.g. responses to advertised vacancies, means missing out on this large pool of potential employees.
There is no one single best way to attract applicants, but any and all methods must result in a sufficient number of suitably qualified candidates from which to select.
Therefore, resourcing strategies, remuneration levels, and procedures have to be right from the start; you don’t want too many or too few suitable candidates. Job descriptions, competency frameworks and person specifications must be accurate and realistic, and ideally reflect your employer brand and employee value proposition (EVP).
more articles about: finding candidates
- how do I find the people I need in a challenging marketplace?
- building a resourcing strategy
- setting a competitive salary and benefits package
- flexible work is high on the agenda
- deciding on the right recruitment channel
- creating a balanced and diverse workforce
- challenging times
- the passive candidate
- employee value propositions
- candidate resourcing strategy
- preparing for recruitment
- job and person specifications
- salary and benefit determination
- competency frameworks
- recruitment channels
- creating a job advertisement
- working with recruitment agencies
- methods of recruitment
- managing applications: CVs or application forms?
- the Privacy Act