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.

1. Recruiting Active vs
Passive Candidates

2. Presenter
jen@bright.com
@JenAtBright
http://www.linkedin.com/in/jenpicard

3. 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

4. Definition: Active Candidates
Looking for a new job.

5. Active Candidates
23%
26%
Active
Semi-active
Passive
14% Super-passive
37%

6. Semi-Active Candidates
23%
26%
Active
Semi-active
Passive
Super-passive
14%
37%

7. Definition: Passive Candidates
Employed, but not looking for a new
job.

8. Passive Candidates
23%
26%
Active
Semi-active
Passive
14% Super-passive
37%

9. Super Passive Candidates
23%
26%
Active
Semi-active
Passive
14% Super-passive
37%

10. Employment Branding
84%
Of companies believe a clearly
86%
defined strategy is the key to of employees are attracted to
achieving employer branding companies by career
objectives development opportunities
75%
of Americans would not take a
job with a company that had a
bad reputation, even if they
were unemployed

11. Job Postings

12. Social Media

13. Proactive Sourcing

14. Employee Referral Program
What is your main reason for referring someone?
Other I care about my
workplace
and wanted to help
I was incentivized and
wanted the reward I thought the
person was a
suitable
candidate
I thought they would
like the job

15. Application Process

16. Candidate Experience
Had a worse opinion of the company after applying and receiving no response
Were less likely to buy products froma company who didn't respond to job
application
Have experienced a recruiter who wan't enthusiastic about the company as an
employer of choice
Didn't believe the recruiter was knowledgeable
Have a lower opinion of the employer after being contacted for an interview
Didn't think the recruiter was professional
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

17. Thank you!
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