Active job-seekers may be easiest to find, but it’s the passive candidate who can deliver the most value. Because they aren’t looking for something new, the competition for passive talent may not be as intense, so here you could score a real victory for your company’s war for talent. You have to work a little harder to reach your recruiting objective and find someone who isn’t actively seeking to be identified.
Operationally, recruiting in the passive job market comes with unique challenges. As corporate recruiting departments are tasked to run leaner, cut costs and reduce time to hire, the workload associated with searching for passive talent seems impossible. How do you justify to your executives that you should spend more time and resources to discover passive talent, when there are plenty of active candidates eager to be found?