The recruitment landscape is rapidly evolving, and understanding the differences between active and passive candidates is critical for finding and retaining the best talent. Active candidates are those actively seeking new jobs, while passive candidates are not in the market for a new role but may be open to the right opportunity. Both groups play a significant role in modern hiring strategies, and leveraging platforms like StepsConnect can help recruiters engage both effectively. But how can recruiters tailor their approach to each group?

What are active candidates and how to engage them?

Active candidates are those currently seeking new job opportunities, whether they're unemployed or ready for a career change. These candidates represent about 30% of the global workforce, according to research by LinkedIn. They are typically easier to engage, as they respond well to traditional methods such as job boards and social media platforms like LinkedIn. For recruiters, this means job postings need to be optimized for visibility and conversion. With StepsConnect, you can streamline your posting process across multiple channels (e.g., job boards, LinkedIn), ensuring that your opportunities reach active candidates quickly and efficiently. Speed is crucial in engaging active candidates, with 78% of candidates more likely to apply for a job if the application process is simple and fast (Glassdoor).

Additionally, 60% of job seekers have abandoned an application due to a slow or overly complex process (CareerBuilder). StepsConnect’s automated features can help reduce time-to-hire by managing the process efficiently, ensuring a smooth candidate experience that boosts conversion rates.

Understanding passive candidates and the strategy to attract them

Passive candidates, on the other hand, are individuals not actively seeking new roles but may be open to opportunities aligning with their career goals. This group represents 70% of the global workforce (LinkedIn Talent Solutions). Engaging passive candidates requires a more personalized and subtle approach since they aren’t actively looking for jobs.

Recruiters can leverage tools like StepsConnect’s Candidate Rediscovery to re-engage candidates who are already in their database but were not selected for previous roles. This feature allows for automated, personalized outreach, which increases engagement rates among passive candidates. According to Indeed, passive candidates are 120% more likely to make a significant impact on your business compared to active job seekers.

Moreover, 75% of passive candidates are open to hearing about new opportunities, especially if they involve career growth or better work-life balance (LinkedIn). Highlighting your company culture and career development opportunities can help attract this talent pool.

Tailoring your strategy for a balanced approach

Balancing efforts between active and passive candidates is essential for a comprehensive recruitment strategy. While active candidates fulfill immediate hiring needs, passive candidates often represent long-term potential and higher-quality hires. Studies show that 80% of passive candidates consider themselves highly qualified for the positions they would be interested in (LinkedIn), making them a valuable resource for future hiring needs.

By using StepsConnect to manage your talent pipeline, you can automate engagement strategies for both groups, ensuring a steady flow of high-quality candidates into your recruitment funnel. This strategy not only reduces the time-to-hire but also optimizes the cost-per-hire, improving overall recruitment efficiency.