An active candidate is an applicant who is in the middle of the recruiting process and is actively seeking a job. They can be undergoing the screening procedure, getting ready for an interview, or competing against another candidate.
An applicant who is actively seeking employment. This might indicate unemployment, while it need not. This group is seeking a new opportunity for a number of reasons, including:
Active candidates: These individuals are readily accessible to begin a new position in the very near future and are actively exploring new chances. They are the applicants who submit employment applications.
Passive candidates: These individuals have jobs right now. Even though they aren't actively hunting for jobs, they may still be interested in transferring. They frequently don't look for employment naturally and might not be available right away.
Other Kinds of Candidates
There are more categories than just active and passive candidates in certain evaluations of the larger workforce. Some more definitions could be useful.
Tip-Toe Candidates: These are options that fall in between the active and passive spectrums. A tip-toe candidate is a formerly passive applicant who has grown dissatisfied with their position and is beginning to look for new employment but who does not need to immediately leave their current position and actively seek employment.
Super-Passive Candidates: Super-passives are passive job seekers who are not only unemployed but also uninterested in working. Nothing that is presented to them might move them away from where they are since they are content there.
The assets are always available to the recruitment teams through different recruitment sources: company websites or apps, job portals, and corporate social networks. The candidate registers himself, and the effort on the part of the recruiter is minimal.
But how do we reach that 70% of passive candidates? This is where inbound recruiting comes into play, i.e., the strategy that is based on attracting candidates with striking profiles indicative of greater talent and potential.
The problem is that passive candidates are never going to look for us. No matter how good our content is, candidates will not reach it by themselves. Human resources marketing greatly affects this point: the ability to attract qualified candidates to the company beyond traditional recruitment campaigns.
The active candidate is in several processes at the same time, and they decline one or the other depending on the efficiency and conditions.
Create a value proposition that is explicit and concise. The truth is that the candidate will be clearer, too, if you are (for better or worse, it will be easier for him to decide).
Try to sell an experience, not a job with a salary and hours. This point is one of the most important. In the selection and hiring process, we must be able to define objectives and communicate based on them.
Candidates fall into four categories: those actively seeking new employment, those hesitating to relocate, those open to new possibilities while working, and those who are employed but would not consider taking on a new position. The most popular method for companies to connect with active job searchers is through job posts, which is also a growing method for reaching the proper audience with your possibilities. You may make your positions simpler to locate by adding keywords to your job posts and sharing them on social media.