We have heard
many of the benefits of recruiting passive candidates; but what are some of the
possible shadow issues associated with candidates who may not be actively
searching for work? Let’s take a
look at some of the issues passive candidates may have and how recruiters can
discern which passive candidates truly are a good catch?
·
Many
passive candidates are perceived as valuable because they seem to have loyalty
towards their employer and are willing to remain with the same company over a
long period of time. Since recruiting
new hires requires a large investment of time and money employers are looking
for someone who is looking to remain with them over the long-term. However, the shadow side of a passive
candidate’s tendency to remain with the same employer for long time is that
they may be risk adverse and resist change. When recruiting passive candidates, recruiters must make
sure that the candidates is also flexible, willing to take risks and open to
change.
·
Many
passive candidates are very valuable to their companies because they understand
the organization and add some value to the company. But the flip side of this value and understanding is
that the candidate’s knowledge and understanding may be only limited to that
particular company. Many passive
candidates who have remained with the same employer for many years make the
mistake of neglecting their professional development in a way that can be
transferred to other firms. Recruiters targeting passive candidates need to
make sure that the candidate’s skills and knowledge are transferable and
valuable in the broader marketplace.