In the recruitment industry, we’re constantly hearing the term ‘active vs. passive candidates’. If the terms are new to you, you could probably guess – Active candidates are actively looking for new work (not necessarily unemployed!) while passive candidates are not currently seeking a new job opportunity.

"..According to a 2015 LinkedIn survey, 75% of the population falls into the 'passive' category"

If you're like a lot of people, you might be thinking - Why would I approach someone who doesn't want a new role, isn't that a waste of time?

Not necessarily. There are huge upsides to hiring passive candidates. Just to name a few:

1) They're exclusive. They're passive remember? They won't be interviewing with a dozen other companies
2) They'll be relevant. You can target them rigorously because you're choosing exactly who you want to approach.
3) If they accept your offer, they're committed. Congrats! You enticed them to leave their current role. They're evidently not desperate, so you know they actually want to work for you.


Now that you know the benefits of the passive candidates - What does this mean for the recruitment space? What can recruiters do to lock down passive candidates?

The answer: a lot.

1) Get social

Social media has become ubiquitous. Unsurprisingly, 73% of millennials found their last job through social media. Passive candidates might not be hanging out on Indeed or Craigslist, but you know they're active on social channels – take advantage of this.

It might feel unlikely that a passive candidate looks for jobs on their Twitter feed, but many professionals follow industry leaders, and the more eyes on your posting, the better!

2) Look to referrals 

Some of the most effective recruiting can be done by a company's own employees.

Studies consistently demonstrate that employee referrals yield the highest application-to-hire conversion rate, and that these hires will not only be happier, but they'll stay with the company longer as well.

If you have a strong company culture, your team should want to refer people they know, but you can offer incentives as well.

3) Focus on development

A lot of job ads will go deep into the experience and skills required, but lack the necessary emphasis on career development and growth.

Peak the interest of passive candidates by describing the potential for growth – They’ll be unlikely to leave their current role if you don’t. 

4) Ask the right questions

Even in the screening process, it’s important to differentiate between a passive and active candidate. Consider asking things like:

• Is your current position fulfilling? How could it be better? What’s missing?
• Do you feel like you have room for growth? How much?
• How long have you been in your current role? Is it more satisfying now as it was when you started? What has changed?

Need help in the Employer Branding department? Passive candidates will respond if you are known as an employer of choice. Learn how with one of our free resources below!