Comments on: What Is All This Business About Passives vs. Active Candidates, Anyway?

By: John Hennessy

John Hennessy — Tue, 08 Sep 2009 23:14:47 +0000

Thanks Maureen!

I pick “b” too. I’m looking forward to the next upturn when I predict that neat software will actually shrink the size of the recruiting industry simply because it does a better job! No, not sour grapes (well, some maybe) but rather the confidence that we can build a better economy by having a better match of person and job and by doing everything better. Better is cheaper is faster!

By: Bill Benson

Bill Benson — Wed, 02 Sep 2009 16:21:57 +0000

Great Article Maureen!

I think it is interesting how this concept does stir controversy. In my humble opinion the success of a search is often defined by the size and quality of the candidate pool. Why limit that pool by eliminated either active or passive. I believe it is critical to have a solid approach to both pools.

Picking up the phone is still necessary! I’ve heard it said that recruitinig passive candidates is hard. I’d argue it is not hard but it does require reaching out to people over the phone. A passive candidate becomes an active candidate when they hear an opportunity that interests them. AutoSearch is a great tool to simplify and speed up the process of finding people to call. You don’t need to know how to write complex boolean search strings and you don’t need to download 500 names to find 10 names to call! If you are willing to pick up the phone to find that right candidate – check out http://www.getautosearch.com

By: Robert Stein

Robert Stein — Wed, 02 Sep 2009 14:07:25 +0000

Senior recruiters are open to passive or active candidates, the difference usually being the line of questioning. Assuming an active candidate is submitting or posting a resume or out of a job, the questioning centers around why they are looking or why they are “on the beach”. This is a line of questioning that doesn’t go as deep with passive candidates. Recruiters usually do this in order to bring the active candidate “up” to the level of the passive candidate.

All things being equal, it’s best to offer a nice mix of passive and active candidates. Explain the issues and let the client decide.

(My bigger issue is the entire pool of candidates. How does a client know if you are presenting the best candidates if you are only willing to show them 5-10? How can you prove they are the best when you can’t prove you looked everywhere? The fact is many recruiters just deliver the first candidates who fit and are willing to entertain the opportunity.)

This is how we address it: http://www.prospectcity.com/our-platform/pipelining.html

By: warren kemp

warren kemp — Tue, 01 Sep 2009 22:12:04 +0000

Great Article…
As a headhunting & recruitment trainer I have to say…90% of individuals will consider a new role if it enhances their current circumstance. And thats whether they are passive or active. Active candidates can have other irons in their fire BUT passive ones once rekindled are soon on the chase.. so for me its a timing issue – get a passive candidate interested and if your client then takes 2 weeks to get their ar*e in gear it means your passive is now active !

By: Maureen Sharib

Maureen Sharib — Tue, 01 Sep 2009 20:03:00 +0000

John – I pick b.

By: Maureen Sharib

Maureen Sharib — Tue, 01 Sep 2009 20:02:26 +0000

JOHN: iPICK b.

By: John Hennessy

John Hennessy — Tue, 01 Sep 2009 17:28:03 +0000

oops – glitch!

a: the methods do not work
b. A whole industry is not trying hard enough
c. I show the signes of being a total loser.

I can rule out c as too often I’ve been called in to clean up the mess the shiny guys have made…

How odd.

John

By: John Hennessy

John Hennessy — Tue, 01 Sep 2009 17:26:24 +0000

Interesting.

you see, I am the outsider and I can tell you that I have been touched by a phone recruiter just once in 30 years. I’ll ask you to accept that everyone on th etechnoogy side of my business and on the marketing side knew/knows me. I’ll ask you to accept that customers regard me as the g-to guy for all technical and business problems. I’ll ask youto accept that I have published magazien articles and academic papers. Now – how come yyou folks have never contacted me?

The answer has to be one of:

By: Patti Breckenridge

Patti Breckenridge — Tue, 01 Sep 2009 16:08:27 +0000

Excellent piece, Maureen.

By: Tamera George

Tamera George — Tue, 01 Sep 2009 11:05:20 +0000

Many jobs are filled by active candidates, not through job postings, but through networking. The active candidate lets those they know who are employed in similar industries know they are “on the market.” Candidates coming from internal referrals are usually more highly prized than other sources of candidate generation as well.

Passive candidates that are developed into active candidates through networking are also usually of higher quality than those found through a boolean search.

The old adage “it’s who you know” still has signficance.

By: Charles Haines

Charles Haines — Mon, 31 Aug 2009 21:12:34 +0000

Good article! As at third-party recruiter, I have always looked at the ‘active’ candidates as the low-hanging fruit. Because they are either unhappy or unemployed, they have made themselves easier to find. Putting aside why they are unhappy or unemployed, the bigger issue is that they are a minority. They only represent, at most 25% of the given talent pool. So ‘passive’ candidates are the vast majority and simple odds say there is a much greater chance of finding a top performer in the passive group then not.

By: Sue Danbom

Sue Danbom — Mon, 31 Aug 2009 19:38:19 +0000

I always want to remind those I am training that we’ve all been active candidates at one point in time – and it didn’t mean we were less than we are now. Especially now, there are phenomenal candidates who are not employed – through no fault of their own. Doesn’t it make sense to offer the full 100% of those most qualified? And you are right. Who’s going to open up to you about a new career move unless you pick up the phone and actually talk to them.