View
2.586
Download
2
Category
Preview:
DESCRIPTION
See more webinars at: http://www.bright.com/recruiter/webinars In the recruitment space, we're constantly hearing about active versus passive candidates. With the majority of the workforce (74%) on the lookout for a new job, we're also beginning to hear about the people that are somewhere in between: tiptoers, explorers, semi-active, etc. While "active" candidates have been portrayed as less favorable than "passive" candidates, the truth of the matter is that we just want to hire the best and most qualified individuals for our positions. But while one group of candidates isn't necessarily superior to another, there are some differences in how to recruit them. There are also quite a few similarities. This presentation (and accompanying webinar) reviews the different types of job seekers (passive, active, and everything in-between), and how you can create a comprehensive recruitment strategy that will appeal to each group.
Citation preview
Recruiting Active vs Passive Candidates
Presenter
jen@bright.com@JenAtBright
http://www.linkedin.com/in/jenpicard
Agenda
• Active Candidates– What is an active candidate?– How to find them– How to recruit them
• Passive Candidates– What is a passive candidate?– How to find them– How to recruit them
• Putting together a comprehensive recruitment strategy
Definition: Active Candidates
Looking for a new job.
ActiveSemi-activePassiveSuper-passive
23%
Active Candidates
14%
37%
26%
Semi-Active Candidates
ActiveSemi-activePassiveSuper-passive
23%
14%
37%
26%
Definition: Passive Candidates
Employed, but not looking for a new job.
Passive Candidates
ActiveSemi-activePassiveSuper-passive
23%
14%
37%
26%
Super Passive Candidates
ActiveSemi-activePassiveSuper-passive
23%
14%
37%
26%
Employment Branding
Of companies believe a clearly defined strategy is the key to achieving employer branding objectives
84%
75%
86%
of Americans would not take a job with a company that had a
bad reputation, even if they were unemployed
of employees are attracted to companies by career development opportunities
Job Postings
Social Media
Proactive Sourcing
Employee Referral Program
What is your main reason for referring someone?
I care about my workplace
and wanted to help
I thought the person was a
suitable candidate
I thought they would like the job
I was incentivized and wanted the reward
Other
Application Process
Candidate Experience
Didn't think the recruiter was professional
Have a lower opinion of the employer after being contacted for an interview
Didn't believe the recruiter was knowledgeable
Have experienced a recruiter who wan't enthusiastic about the company as an employer of choice
Were less likely to buy products froma company who didn't respond to job application
Had a worse opinion of the company after applying and receiving no response
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
Thank you!
• Questions?• Find us online:– LinkedIn– Twitter– Google Plus– Facebook
• Start your free, 14 day trial: bright.com/register/employer
Recommended