Surprisingly, passive takes the cake.
An organization never stops working hard to grow more. It always works keeping in mind the phrase ‘by the people, for the people, of the people.’ And that makes employees one of the most important resources for an organization. An organization needs to recruit and most importantly retain their best employees. Here the question arises – How to get someone, fulfilling all, the exact requirements of the organization? Also, most of the times it becomes a matter of confusion that out of many best employees shortlisted who should be selected.
Well every lock has a key. Continue reading to know & understand how to ease the work of hiring the best employees, clear out the big confusion of selection and create more opportunities for the same.
How do we define them?
Passive Talents: They are the candidates who are employed, but not currently looking for a new opportunity.
Active Job Seekers: They are the candidates looking for job actively.
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Passive candidates V/S Active Candidates
Talking about Passive candidates, 75% of the professionals are a part of this group which also includes the 15% of the “tiptoers”-people who aren’t actually applying for the jobs but are preparing to move gently asking their networks about opportunities. But these are the candidates that are desirable by the organization as they are content in their work & so they are valuable assets for their employers. Also they will never lie or stretch the truths about their skills in their resumes, as they don’t feel the need of it because the organizations have approached them first.
Active candidates on the other end, include 25% of the fully-employed workforce. Such candidates are on easy availability which makes the task of recruitment easy. In this situation the organization gets the benefit to put forward their terms and conditions related to the job. Also, active candidates are searching for jobs actively; therefore they will try to perform their best in their work, which is again beneficial for the organization.
It is said that every coin has two sides and it is applicable in this aspect too. Then how is passive more positive? Let us find out.
Passive is Positive, How?
Out of the entire pool of fully-employed professionals that are actually up for grabs, the typical receptiveness of passive talent to relevant openings creates a vast opportunity for today’s recruiter. The mission is to get into your target audience’s line of sight via whatever means you can. To influence their perception of your organization as a place to work – so that, when the right career comes up, they are more likely to click on the opportunity or say yes to a conversation. This shows that passive talents are positive in two ways-
1. They create opportunities to come into the sight of the target audience, which makes recruitment tasks easy.
2. Looking at their advantages mentioned above, by the way of targeting their audience, there are possibilities that they accept the offer provided by the organization.
While Active Seekers might be your biased choice for recruitment, have a go through the profile of Passive Talent too. The latter weighs heavier in terms of advantages of recruiting them. And in the longer run, they might prove to be one of the wisest recruitment decisions your organization has made.