What is a passive candidate?

A passive candidate is a person whom an employer is considering for a certain position, although the candidate has not applied for the vacant position and is not looking for a new job. However, for a variety of reasons, their qualifications and experience make them attractive to hiring managers, who may begin recruiting by inviting strong candidates to consider the position.

Passive candidates are often those who have in-demand skills and experience that make them desirable to employers. They are sometimes difficult to recruit, especially if they are happy and well-paid in their current job.

Passive Candidates vs. Active Candidates

An active candidate is someone who is dissatisfied with their current employment situation. Active candidates seek new positions by continually reviewing job boards, networking for relevant opportunities, reaching out to hiring managers, and completing applications.

Passive candidates, on the other hand, are currently employed and generally satisfied with their current positions. However, they are open to new opportunities for leadership, growth, or higher compensation. Recruiters and hiring managers must actively engage with passive candidates and compete with streamlined recruitment processes and job incentives.

What is passive recruitment?

Passive recruiting involves a hiring manager or other human resources professional searching for job candidates who are not currently looking for a new position. Recruiters look for qualified professionals who may be a good fit for the company and the job that needs to be filled and then try to convince candidates to consider and apply for the position.

How to Find Passive Candidates

Unlike traditional candidates, passive candidates do not actively search on job boards or apply for available positions. Instead, hiring managers and recruiters use alternative means to find and contact skilled candidates for vacant positions.

To find these people, recruiters  may ask for referrals from employees or other contacts within their network  . They may search for attractive profiles on LinkedIn, review data on past employees or candidates, consult professional websites and communities, or use recruiting technologies or talent management systems.

Social media or even search engines can be other helpful resources for locating passive candidates.

How to Recruit Passive Candidates

1. Meet passive candidates where they are

The first step to recruiting passive candidates  is to reach out to qualified prospects using  LinkedIn or other social media platforms . Send a quick and simple message explaining the position and why you believe the person is a good fit.

Depending on your level of interest in the candidate, you may want to reach out more aggressively via email or phone calls, but avoid using their current work contact information if possible.

2. Reach out according to your recruitment strategy

The goal of your initial message or introduction should be to get the passive candidate excited about your company and the position. Include information about what makes your organization different, such as what awards it has received. Provide detailed information about the position, how the passive candidate can benefit from it, and how your company can benefit from the candidate's skills and expertise.

Explain how the position is relevant to their previous experience and a good next step in their career. Since they are not currently looking for a new position, your  recruitment strategy  should persuade passive candidates to talk to you further and consider the job in your first message. Be persuasive, enthusiastic, friendly and to the point.

3. Explain next steps and set expectations with passive candidates

Be sure to outline the next step for your passive candidate, such as a phone call or lunch meeting. If you don't hear from them within a reasonable time period, follow up.

When communicating with passive candidates, respect that they may be satisfied with their current job and not thinking about leaving. If they decide to accept your invitation to apply, give them enough time to prepare the necessary materials; they likely won't have a resume or portfolio ready to submit right away.

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