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Recruiting Active versus Passive Candidates
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Recruiting Active versus Passive Candidates


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In the recruitment space, we're constantly hearing about active versus passive candidates. With the majority of the workforce (74%) on the lookout for a new job, we're also beginning to hear about the people that are somewhere in between: tiptoers, explorers, semi-active, etc.

While "active" candidates have been portrayed as less favorable than "passive" candidates, the truth of the matter is that we just want to hire the best and most qualified individuals for our positions. But while one group of candidates isn't necessarily superior to another, there are some differences in how to recruit them. There are also quite a few similarities.

This presentation (and accompanying webinar) reviews the different types of job seekers (passive, active, and everything in-between), and how you can create a comprehensive recruitment strategy that will appeal to each group.

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  • 1. Recruiting Active vsPassive Candidates
  • 2. Presenter @JenAtBright
  • 3. Agenda• Active Candidates – What is an active candidate? – How to find them – How to recruit them• Passive Candidates – What is a passive candidate? – How to find them – How to recruit them• Putting together a comprehensive recruitment strategy
  • 4. Definition: Active Candidates Looking for a new job.
  • 5. Active Candidates 23% 26% Active Semi-active Passive 14% Super-passive 37%
  • 6. Semi-Active Candidates 23% 26% Active Semi-active Passive Super-passive 14% 37%
  • 7. Definition: Passive CandidatesEmployed, but not looking for a new job.
  • 8. Passive Candidates 23% 26% Active Semi-active Passive 14% Super-passive 37%
  • 9. Super Passive Candidates 23% 26% Active Semi-active Passive 14% Super-passive 37%
  • 10. Employment Branding 84%Of companies believe a clearly 86%defined strategy is the key to of employees are attracted toachieving employer branding companies by careerobjectives development opportunities 75% of Americans would not take a job with a company that had a bad reputation, even if they were unemployed
  • 11. Job Postings
  • 12. Social Media
  • 13. Proactive Sourcing
  • 14. Employee Referral Program What is your main reason for referring someone? Other I care about my workplace and wanted to help I was incentivized and wanted the reward I thought the person was a suitable candidate I thought they would like the job
  • 15. Application Process
  • 16. Candidate ExperienceHad a worse opinion of the company after applying and receiving no response Were less likely to buy products froma company who didnt respond to job applicationHave experienced a recruiter who want enthusiastic about the company as an employer of choice Didnt believe the recruiter was knowledgeable Have a lower opinion of the employer after being contacted for an interview Didnt think the recruiter was professional 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
  • 17. Thank you!• Questions?• Find us online: – LinkedIn – Twitter – Google Plus – Facebook• Start your free, 14 day trial: