Active candidates are actively looking for a new job. Passive candidates are not. Some pundits have coined the terms actively passive, somewhat passive, and probably a whole lot more. The popular opinion among non-corporate recruitment professionals is that passive candidates are somehow better. I suspect that the corporate view is the opposite. It makes sense that corporate recruiters and third party recruiters would have differing views on this. If you're placing a candidate for a fee you'd clearly want to be the only person working with the candidate and you certainly wouldn't want that candidate's resume all over the Net where your client could easily find it. If you're a corporate recruiter, you've probably got an hour or two per week to work on each of your open requisitions. You'll source but first you'll look at everyone who has applied at your company and said "Hey company, I'm interested in your company and this particular job."

Let's look at several different scenarios to see where the best candidates fall:

1)  Joe Always Looking is always open to every opportunity. He just took a new job but he's ready to jump ship immediately if the pay is better, for a grander title, for a shorter commute, or just about anything. Take a look at Joe's resume. How many jobs has he had in the last 5 years?

2) Emily Never Looking is never open to talking with you. She never returns your calls and only answers your call if she picks up the phone by mistake and then she ends the call abruptly. Don't even think about asking Emily for referrals. Of course you'll likely hear from Emily the same day the layoff notice arrives.

3) Nancy What Have You Got is open to a new opportunity if you catch her interest in the first 10 seconds when you call her. She's happy at her current job but reasons that it just makes sense to keep an open mind. She's a realist and knows that a seemingly secure job can evaporate in an instant.

4) Jeremy Open Networker is always working to expand his network of contacts. He believes that the more connected he is the better. He'll often refer candidates to you just to help them and you. He'll give you leads and is open and friendly. He's probably totally happy where he is but wants to be connected with you.

5) Joyce Quit Calling Me is pissed off because you called and bothered her. She'll call your boss to complain if you don't cut it out or at least will threaten to do so. It's a race between Joyce and you to see who can get off the call fastest.

I could go on. There are lots of other examples of the types of potential candidate interactions out there. Should you care? Probably not! If you're making calls to generate new candidates then you are going to have to make some calls. Most of the people you reach will be polite and some will be interested. But should they be interested?

In a declining economy candidates should be more aware of the lack of security of their current position. In the good times, when everyone is fat and happy, many people believe or hope that things will go on forever. Reality is that nothing continues the same forever and those same fat and happy candidates will be clamoring at your door when the wind changes. Recruiters who have established strong relationships during the good times will have lots of people to call and lots of candidates calling them.

My view is that every candidate should always be interested in a brief conversation about a new opportunity with a recruiter. It's just such a short sighted and narrow view to not be interested. However, if you're hearing a lot of "not interested" when you call, perhaps the problem isn't with the candidates but with your approach? The rejection to your call isn't personal but the results you produce are.