We all know the struggle of looking for a new job. When we’re actively seeking employment, we’ve got our game face on. We spend our time tightening up our LinkedIn profiles, dusting off our resumes, and networking with anyone and everyone over coffee. Not until each of these pastimes becomes our new norm do we typically consider ourselves “job seekers.” However, HR professionals see everyone as possible job candidates—but some are considered “active” and others are “passive.”
What’s the Difference?
Active Job Seekers
According to Digital Talent Group, an active job seeker is someone actively seeking new employment opportunities. These candidates are easy to attract because they’ve already got their sights set on the next best thing. They’re likely scouring job boards, fielding calls from recruiters, and sharing their resume with anyone willing to take a look.
Most studies agree that roughly 20 percent of the current workforce consists of active job seekers, which means a whopping 80 percent of people are passive job seekers.
Passive Job Seekers
Passive job seekers are individuals who are not actively looking for new employment opportunities. They can be more attractive to recruiters because they’re not likely to be interviewing for competing offers, and because they stay in jobs 21 percent longer than active candidates.
Recruiters across the country continue to strategize new ways to reach potential employees. The most progressive of the bunch understand the importance of reaching out to passive candidates. Why? The idea behind recruiting passive job seekers is to make sure they’re aware of your company, your mission, and what it might be like working for you no matter where they are in their job hunt. That way, when the time comes for them to take the next step in their careers, your company will be top of mind.
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