Passive jobseeker - Meaning and characteristics

A passive job seeker is looking for a job but is not actively searching. They may have an updated resume, which they check occasionally, but do not participate in activities such as sending out applications or attending interviews.

Passive job seekers are often content with their current situation and are only open to new opportunities if something attractive presents itself.

In this article, we will break down the differences between a passive and active job search. How to passively look for a job, and if recruiters focus on passive jobseekers.

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What is a passive job search?

1. For candidates

The passive candidates often possess valuable experience and skills that employers are looking for, making them highly desirable.

Despite this potential benefit, passive jobseekers can be challenged to identify and reach out to, as they don’t typically make themselves known in the traditional recruitment process. Employers must find creative ways to tap into passive candidate networks and draw these individuals out of their passive stance.

2. For organizations and employers

Organizations should take the time to understand passive jobseekers, as they can provide a valuable source of talent. Employers must also be proactive in creating an attractive recruitment process tailored to passive job seekers needs.

They can gain access to valuable experience and skills by investing in passive job seekers. As passive jobseekers often have their own needs and requirements.

This could include: Providing clear and consistent communication with passive candidates, outlining realistic expectations and timelines, and offering competitive salary rates.

Employers can ultimately benefit from incorporating passive talent into their workforce by making passive job seekers feel valued and respected throughout the recruitment process.

By doing this, employers can benefit from the unique value passive job seekers bring and create a more robust workforce!

The difference between active and passive job candidates

Active applicants are the people that are looking for a new job right now. They are either employed or jobless, strongly driven to locate a better opportunity, and actively seeking new employment.
Passive candidates (or a passive job seeker) are talent who are currently employed and are not actively seeking new employment but are open to the right opportunity if and when it arises. Passive candidates are frequently the top performers in their company and field and are regarded as the most sought-after candidate in the talent pool.

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How to passively look for a job?

Make yourself discoverable.

Simply listing the firms you've worked for and the positions you've had isn't enough. Update your knowledge, abilities, and education. Recruiters identify individuals by looking for keywords, so make sure your talents and experience appropriately employ job-related search phrases.

2. Approach former coworkers.

Former coworkers are often recommended to job searchers as the greatest option to get references. While this is correct, it is also a smart approach to retain a professional relationship with someone who may be aware of a job vacancy at their present business.

3. Join in social media groups.

Members of industry-specific organizations may contact each other even if they have no shared ties. Recruiters routinely search groups to determine whether somebody outside their network is a good fit for the position. Membership in a group allows a recruiter to contact you. If you avoid joining groups because you don't want to be bombarded with email updates, keep in mind that you can change your settings to get a weekly summary or no email updates at all.

4. Connect with one or more recruiters.

While the rule of averages may encourage you to connect with as many recruiters as possible, a better approach is to look for a recruiter in your region and check how active they are on LinkedIn. Is it a never-ending stream of untargeted job postings, or do they share industry news and engage in conversations relevant to your work? Find a recruiter that knows your field and discuss your career options with them.

5. Regular updates.

Recruiters realize that updating one's LinkedIn profile is one of the hidden indicators that a person is looking for a new job. If you finish a project or get new training at work, update your LinkedIn profile to reflect your new experiences.

Should recruiters focus on passive jobseekers?

Actually, there is no "A recruiter should". There are just some possibilities that professional recruiters have in order to find some talents easier and quicker. Sometimes passive job seekers can be a better pool of talent for companies. So, do not eliminate them!

1. Less Time Constraints.

When it comes to recruiting active job searchers, most businesses must respond quickly. In such a competitive labor market, it may be exceedingly challenging to find top talent and guide them through the full recruiting process.

Active applicants often have many chances at the same time and may even be in various processes, putting pressure on you to decide quickly. If the prospective applicant receives a better job offer, you will have to start again by recruiting another individual. When you reach out to passive applicants who haven't yet chosen to quit their present position, the pressure is sometimes reduced.

Less time pressure allows you to concentrate on specifics without risking losing a potential applicant or hastening the recruiting process and choosing the incorrect individual.

2. There is less competition.

Because there are more active applicants than passive candidates, you will have less competition while pursuing passive job searchers. Although it is simpler to locate and hire active individuals, this does not indicate that passive prospects are not worth your time.

Passive sourcing allows you to extend your talent pool and identify people that your rivals may not even be searching for. Many individuals would contemplate quitting their current job if they discovered a better one with higher perks and an even stronger employer brand. As a result, you must show this to several potential applicants.

3. Passive candidates want to advance their careers

Finally, passive applicants are career-driven, which is excellent since every firm need ambitious individuals that want to advance. By recruiting passive people, you instantly bring that growth mindset into your organization. This is a difficulty for your organization, though, since you must provide an atmosphere in which people may flourish.