Individuals actively looking for a different position aren’t typically the best for the job.  The best candidates are high-performing professionals currently employed at another organization. These passive candidates will only consider the best opportunities for leveraging their career and goals. Several studies have indicated that passive candidates stay 2 to 3 times longer with the new firm than active candidates.

So, while the recruitment approach for sourcing out these passive candidates can be more challenging, the return on investment of time is rewarded by the retention of a high-performing employee that makes value enhancing contributions to the company.

In the “war for talent” that we will face for the foreseeable future a successful passive candidate recruiting program is essential for a company’s talent acquisition. Working with passive candidates requires a major change in methodology for companies that are accustomed to working with active candidates.

Approaching these individuals takes care and expertise. Passive candidates are not in the market to buy anything so trying to sell them something is the wrong approach. Recruiting passive candidates is more about consultative needs analysis than transactional selling.

Learn more about Zenzola Group’s discreet recruiting approach.