A Study on Active vs. Passive Candidates – Exela HR Solutions

 


Hiring managers and talent acquisition professionals put applicants into two distinct groups: active and passive. Both groups behave differently, and today, we will be learn their behaviors so that it may help us make valuable decisions related to recruitment.

Hiring strategies often change when dealing with candidates that belong to either of the two groups. But no matter the method, hiring the best candidate matters the most.

Applicants are expected to have different levels of interest and motives while applying to your company. This is why your recruitment strategy cannot be the same for all candidates. Instead, it should appeal to different people differently, according to their needs and interests.

This way, you will make sure you attract top talent and keep them interested in working for your organization without making any unnecessary efforts.

Choosing an expert recruitment process outsourcing provider like Exela HR Solutions will make your job even easier.

Just tell us what you need and when you need it, we will use our robust HR infrastructure and expansive talent networks to get you the talent you need.

ACTIVE CANDIDATES

Simply put, applicants that are actively looking for jobs are active candidates. This group can be motivated to look for other opportunities due to multiple reasons.

Fired? The employer went out of business? Not satisfied with the current pay? Not sure about the employer’s stability? Is the work environment toxic? Rejoining the workforce after a long time?

These are some of the main reasons why candidates decide to go active.

Source link to read details on Active Candidates - https://ehrs.exelatech.com/blog/study-active-vs-passive-candidates

 

PASSIVE CANDIDATES

Passive candidates are applicants that already employed and are not actively looking out for newer opportunities. Almost 75% of the total workforce falls under this category, a LinkedIn survey concluded recently.

The people who fall under this group are not actively looking out for newer opportunities. Targeting this group sure sounds counterintuitive, right? It is, yet it is often recommended we pursue such talents. Why? Because the biggest upside to targeting passive candidates is that they are isolated and are not aspiring to pursue any other offers or companies. Half the battle is won right here. The other half is generating curiosity and interest in the minds of the passive candidates. The initial contact can be soft and informal to let them know about your company as well as the reason why you chose to contact them. Appreciate their past experiences and let them know how your opening is relevant to their experience. This definitely generates curiosity and interest. Once this aura is established, it becomes easier to ask them to be available on a video or audio call to have a quick chat.

Source link to read details on Passive Candidates - https://ehrs.exelatech.com/blog/study-active-vs-passive-candidates

 

Exela Technologies is a leading global recruitment process outsourcing company. Our robust HR tech and well-built networks can help you find your next candidate without any hassle. Our expert HR professionals are well-versed in attracting all types of candidates and can help you source the right talent for your company at the right time.

Learn more about our Offerings.




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