When a new job requisition opens up, the first instinct for most recruiting teams is to post the position on popular job portals like LinkedIn or Indeed. This step makes sense; it’s fast, efficient, and gets your job listing in front of a broad audience. However, while this approach will attract plenty of responses from active candidates, it’s only addressing a small portion of the talent pool.
Active Candidates Are Just the Tip of the Iceberg
According to research from LinkedIn, active candidates—those actively seeking new job opportunities—make up only about 30% of the total candidate pool. That means a whopping 70% of eligible candidates are passive candidates, who are often overlooked.
Who Are Passive Candidates?
Passive candidates are individuals who are not actively searching for a new job. They’re already employed or off the job market, often happy with their current roles but potentially open to a better opportunity. These are the professionals who could bring significant value to your organization, yet they’re not browsing job boards or submitting applications.
The Common Approach: Considering Passive Candidates Too Late
In many organizations, the search for passive candidates tends to be a last resort. Companies often turn to this pool of talent only after weeks of screening active candidates when they haven’t found the right fit. This approach is particularly common when the job has specific or unique requirements, like industry specialization, where inbound applications from job boards fall short.
However, relying solely on active candidates can be a missed opportunity, especially for roles that demand specialized skills or experience. Reaching out to passive candidates from day one gives you access to a broader and often more qualified pool.
The Value of Including Passive Candidates in Your Search
Experienced HR executives know that candidates who are likely to succeed in a new role are often not actively looking for one. These individuals have proven themselves in their current positions and may not be searching for their next opportunity. Engaging with passive candidates from the start increases your chances of finding the right person for the job, as they tend to have the stability and experience you’re looking for.
By combining efforts to engage both active and passive candidates, you’ll streamline your hiring process and fill the position more quickly with a higher-quality hire.
HireJar: Your Partner in Reaching Passive Talent from Day One
HireJar can help you amplify your hiring strategy by connecting you with passive candidates right from the beginning. While your active candidate search through traditional job postings continues, HireJar takes on the task of engaging passive talent. All you need to do is provide the job description, and HireJar will manage the outreach to attract qualified passive candidates.
What’s even better? You only pay a nominal fee after receiving a minimum number of responses from potential candidates.
Ready to elevate your hiring strategy? Contact HireJar today to see how we can help you expand your talent pool and make quicker, better hires.