6 Things You Might not Know about Passive Job Candidates (But You Should)

Many things in this world are a bit of an enigma. I asked my team what they consider to be a mystery in their own lives, and I got some interesting answers: mullets, and also “why my wife has nothing to wear in a closet full of clothes” (Matt); “why the hot lead dude from ‘Girls Just Want to Have Fun’ never became a bigger star when everyone else in that movie did” (Mary); the existence of the duck-billed platypus (Craig); why Hypercolor t-shirts haven’t made a comeback (me); and the remaining interest of celebrities like Britney Spears, Nicole Richie and Paris Hilton (everyone).

Another enigma? Passive candidates. Many employers either don’t understand how to maximize their communication with passive candidates, or they disregard them as potential employees altogether. This is unfortunate, because passive candidates are often the key in forming a strong team of employees.  I have listed below six things that I hope will dispel some myths about passive candidates – and open some doors for you. This is the first blog post in a passive candidates series. By the end, you’ll likely be talking about passive candidates over dinner or drinks, at the gym -and even to your creepy new neighbor. After all, by understanding passive candidates, you may score your next star employee.

1. Passive job seekers may be very happy in their current jobs. Conversely, they may be absolutely miserable – there’s no way to know. Either way, passive candidates are proactive about their career path and would consider changing jobs if the right opportunity came along. With that said, it’s best not to make assumptions on their state of mind one way or the other, and to instead focus on ways to get in front of them. Unlike active job seekers, who may be hunting down that right opportunity day and night, passive job seekers often look for their next opportunity unconventionally – and sporadically.
2. Factors that lure passive candidates to greener pastures vary. Just as some of us like chocolate-peanut butter swirl ice cream and others like frozen yogurt (no, I am not one of them – bring on the fat), the factors that encourage passive candidates to casually start looking around for a new job really differ from person to person. They may include desire for more compensation, better growth opportunities, or more robust benefits or educational programs. Passive candidates may be unhappy with their current manager, work environment, or commute. It may even just be timing that drives them to wander; they may feel it’s time for a change. As mentioned in No. 1, passive candidates may even be happy in their current jobs, but keeping a proactive eye out. If you have a lot to offer as a potential employer and are able to effectively communicate your opportunities, chances are you’re going to strike up more interest from these sometimes elusive candidates.
3. Many passive candidates periodically job-search – which means periodic windows of opportunity for you as an employer. It’s common for passive job candidates to do a quick job search about once a month to check for new and interesting opportunities. Often, these candidates search due to particular events, or because of something they hear or read that sparks a sudden search. This “flip of the switch” may be career-related, but also may be a result of an article they read or a casual conversation they have with a friend or family member. Others may enter “search mode” while relaxing at home after a frustrating day at work. Bottom line: Catch them while you can.
4. Being in front of these candidates on a regular and consistent basis is very important. This idea is similar to being in front of clients or consumers who may not be in market to buy a product at the moment, but who could be in market at any time. You don’t want to disappear from them altogether, because when they are in a position to buy, it will likely happen quickly.  You want to be in front of them when it is time, so that they will think of YOU and not your competitor. More on this to come.
5. While they may be passive, you must be proactive. As an employer or recruiter, you need to be diligent and creative in reaching these candidates – and you often must strike first. Use communication forums, network with potential candidates on sites like Facebook, Brightfuse and LinkedIn, and be in occasional contact via email, mail, or phone (or in any other number of creative ways).
6. Passive candidates are often your top choices. Surprised? You shouldn’t be. Passive candidates are in a prime position; they are currently employed, and they are often selective about their options. They may be just be the hardest-working construction worker, the most creative Web designer, or the savviest PR executive at their current place of employment. Consequently, if you’re putting all your recruiting eggs in one flimsy basket and dismissing them, you’re missing out on a huge portion of talented potential employees for your company.

In my next passive candidates-related post, insight from CareerBuilder.com recruiting manager Jenny Thomas, and more discussion around the best ways to be in front of these candidates.

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• Posted by: Amy Chulik on December 3, 2008
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• Categories: Economy, Employee Attraction, Interviewing