{"id":354,"date":"2020-06-18T09:04:00","date_gmt":"2020-06-18T09:04:00","guid":{"rendered":"https:\/\/www.talentis.global\/recruitment-software\/?p=354"},"modified":"2025-06-27T12:10:06","modified_gmt":"2025-06-27T11:10:06","slug":"recruiting-passive-candidates","status":"publish","type":"post","link":"https:\/\/www.talentis.global\/recruitment-software\/recruiting-passive-candidates\/","title":{"rendered":"Software for Recruiting Passive Candidates"},"content":{"rendered":"\n
\"Talentis<\/figure>\n\n\n\n

When an organization wishes to hire the best candidates, they need to address the entire market. By definition, that means considering passive candidates. Recruiting passive candidates with tools designed for tracking active ones makes no sense – these individuals need to be found and that’s where software for recruiting passive candidates comes in.<\/p>\n\n\n\n

Many recruiters – particularly hiring at senior or executive levels – associate sourcing exclusively with LinkedIn Recruiter.<\/p>\n\n\n\n

Recruiting passive candidates is not just about LinkedIn<\/h2>\n\n\n\n

LinkedIn is a great tool – but it’s not the whole story. Not every executive has – or at least maintains – a social media profile. So recruiters need to look beyond the obvious, sourcing candidates on alternative sites and using tools other than the LinkedIn.<\/p>\n\n\n\n

In the struggle to attract and win the most qualified candidates, hiring managers need access to more than just the applicants who happen to see and respond to online postings. <\/p>\n\n\n\n

\"Smarter<\/figure>\n\n\n\n

Active candidates make up a tiny fraction of the overall talent pool. And building a business (or running a staffing firm) on such a small sample of the total workforce stacks the odds against recruiting the best candidates on an ongoing basis. <\/p>\n\n\n\n

The more mission-critical a role, the more recruiters need access to tools and strategies that help them choose from the top talent in the market \u2013 whether passive or active.  <\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

As competition for leading candidate intensifies, recruitment technology has evolved to provide recruiters with software that plays a vital role in helping unearth and engage passive talent.  <\/p>\n\n\n\n

Without this ability, companies\u2019 recruitment programs drift rudderless \u2013 dependent on the profiles that land in their ad funnel to solve their talent needs.  <\/p>\n\n\n\n

\"The<\/figure>\n\n\n\n

With the right software, recruiters can switch from passive screening teams to pro-active talent hunters.  <\/p>\n\n\n\n

Passive candidates vs active candidates\u2013what\u2019s the difference?<\/h2>\n\n\n\n

Before digging into the details of how to find and engage the best-qualified candidate for a role, it\u2019s important to define exactly what\u2019s meant by the terms \u2018passive candidates\u2019 and \u2018active candidates\u2019. <\/p>\n\n\n\n

Simply put, passive candidates<\/strong> are professionals open to the possibility<\/em> of changing careers or new employers. But they’re not dedicating their own free time to searching for job ads or applying to vacancies online. <\/p>\n\n\n\n

Passive candidates may be receptive to approaches by recruiters, but aren\u2019t pro-actively looking for a new role. <\/p>\n\n\n\n

They probably don\u2019t have their resume posted online. And their LinkedIn profiles don\u2019t scream \u201chire me\u201d to anyone reading their summary. They may not have an updated resume. Recruiters may also struggle to get hold of them in among their busy schedules.  <\/p>\n\n\n\n

Active candidates<\/strong>, by contrast, are job-seekers targeting a new position or a change of company. <\/p>\n\n\n\n

They are the applicants searching job boards, career portals, LinkedIn and other social media platforms. They’re also the ones submitting their resumes directly to employers via careers pages. <\/p>\n\n\n\n

They\u2019re more likely to engage with recruitment teams, have more time to talk to recruiters throughout their week. They also have better-documented resumes and career summaries to hand, for distribution to hiring managers. <\/p>\n\n\n\n

Engaging passive candidates<\/h2>\n\n\n\n

Both passive and active candidates are subsets of the full candidate pool available to any hiring manager.  <\/p>\n\n\n\n

The trouble is, contacting and engaging passive candidates is harder.  <\/p>\n\n\n\n

They\u2019re unlikely to respond to (or even see) job adverts, and will only respond to outreach from recruiters. And that’s only if the role under discussion looks very appealing and matches closely with their skills and experience.  <\/p>\n\n\n\n

Contacting and recruiting passive candidates isn\u2019t easy, but it\u2019s a vital part of any successful recruitment strategy.   <\/p>\n\n\n\n

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https:\/\/vimeo.com\/913265345<\/a>