Active vs Passive Recruiting: Which Is Better?
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According to a Gallup poll conducted in 2017, only 32% of workers are "engaged" in their work. However, even those people Gallup believes to be engaged are suitable for passive recruitment, meaning that even while they don't search Indeed or go to job boards, they're open to a talk if a trusted friend or colleague contacts them with an offer.
Passive recruiting
Passive recruiting can be impactful. It is frequently carried out through social networks, whether virtual or otherwise. It draws on a resource that can't be automated and makes use of relationships to find proactive answers to future talent demands. The best talent will also be available more often, though on tiptoes, as the average millennial in the workforce changes jobs about once every three years.
Great workers are usually working, engaged, and even happy. Recruiters must discover them and pique their interest in the most crucial question: "Why you?"
For some of us, having a LinkedIn profile hints toward extremely low-level passive candidacy. Most days, you'll see one or two coworkers starting new jobs or offering advice, but maybe, one day, you'll see that your favourite boss or the finest recruiter you've ever worked with is starting a business, and it'll be a chance to reconnect over coffee.
Passive recruitment recognises that many great performers are game changers for their existing organisations and may or may not be happy, but they are content. They would only quit if the opportunity presented itself. Additionally, a successful passive recruitment strategy strikes at the perfect time.
The disadvantages of passive recruiting
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Passive candidates typically do not have a polished résumé, and you may find yourself managing a search primarily via less formal communication tools rather than your applicant tracking system.
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You can devote time and effort to an interview process just to have the prospect decide that they prefer or require the security of their current job.
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Searches may take more time. Those with full-time employment must be more careful about taking time off work to interview, mainly if they believe they will be content with their current job.
Active recruiting
Should you place your complete trust in active recruitment? Not exactly. In most circumstances, active recruiting is reactive recruitment. Yes, having the job visible on your website and being able to monitor the day-to-day within your applicant tracking system can make life easier.
However, by the time most positions become available, the hiring manager is already feeling the pain of not having enough talent to complete all tasks.
It increases the likelihood of hiring the "right now" candidate rather than the "right" candidate. For better or worse, that entails many things: prospects, application screening, phone screens, and pipeline management. Active recruitment will have you juggling with both hands if you're not careful.
Having said that, active candidates will always make up the majority of job seekers. They are also more willing to commit entirely to a search. This can be critical if your interview process includes time-consuming questions like work exercises, extensive interview days, or many site visits.
Active recruitment, especially when planned for ahead of time on strategic roadmaps, means fewer hair-on-fire moments for recruiters, less likelihood of a moving target in your assessment of fit, and the opportunity to be as objective as possible.
Differences between active and passive recruiting
Active recruiting
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Active recruiting targets job seekers who are actively searching for a new job.
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The active candidates may be fresh graduates or employees who are unsatisfied with their current job. They might also worry about their employer's stability if their jobs are outsourced or their employer shuts down their business.
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It is more of a straightforward approach to recruiting active candidates.
Passive recruiting
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Passive recruiting targets candidates who are not actively searching for a job.
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The passive candidates may already be working in an organisation and are satisfied with their job. You want these candidates to work for your company due to their skill set.
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You must develop a unique strategy to convince passive candidates to join your organisation.
Which is better: active or passive recruiting?
The finest recruitment strategy is innovative and fulfils the capability and needs of your organisation. If you only have one staff recruiter, you won't have time for a full-fledged passive outreach plan, including info interviews.
However, you can collaborate with recruiting companies such as AJobThing to absorb some of those low-yield hours spent on boolean LinkedIn searches and outreach, allowing you to just speak with people who have previously been assessed for the job or cultural fit.
As you plan for your next quarter's hires or construct your talent roadmap for the year, take a moment to evaluate your passive and aggressive recruitment techniques, respectively.
Determine what is already working for you, what is feasible in the short term, and what goes on your "blue sky" list. There is no right or wrong response, but talent, like any market, will eventually benefit those that diversify.
When in doubt, err on the side of excellent hires and a positive candidate experience. Regardless of strategy, high standards and exceptional treatment of people can never go wrong.
