High volumes are an ongoing challenge for recruiters in these uncertain times. Unemployment is rising in all major countries and applicants are outweighing job vacancies, with increases as high as 1363% for certain roles in the four months from March to July, according to research from Search Consultancy. Yet, quality of talent is still a crucial metric and as a result your recruitment strategy must be appealing for both active and passive candidate groups.
Distinctions between active and passive candidates really come down to the level of experience an employer is seeking. For example, Oleeo knows that in the majority of cases clients looking for emerging talent or to fill volume roles will seek active candidates who are proactively seeking an opportunity and have the right skillsets to represent the employer brand.
However, in roles where particular skillsets are needed and experience is equivalent to salary, we tend to find a preference towards passive candidates and use of wider sources including employee referrals and dedicated agencies. These candidates are considered to be better fits for an organisation based on them having backgrounds that enable them to not require heavy training and an ability to preserve the status quo in an organisation.
This isn’t necessarily at the expense of considering active candidates – job boards open to anyone continue to be the leading source for most firms and recruiters want a large selection of interest to feel confident they are hiring a candidate who will be a natural fit to the business. Oleeo advocates seven key steps to ensure a recruiter builds a focus on great engagement into the selection process for both active and passive candidates: