Passive Candidate

What is a passive candidate?

The passive candidate is the group that is not actively seeking employment. They cannot find a job because they do not participate in the job search process regularly (Slater, 2022). Passive candidates are individuals who are not always considered active in evaluations (Rigzone).

Passive Candidate Traits

Passive candidates are generally talented, compatible in the group and satisfied with their position. Passive candidates have their own fields. They are generally happy. Passive candidates have better job representations than other candidates. One of the most important characteristics of passive candidates is their low job search requirements. Less job search is effective for the company in terms of cost reduction. These features constitute a basis for the preference of passive candidates in terms of recruitment (Starkover flow).

Why is it important to the Passive Candidate?

Companies often cannot find the desired qualified person. It is difficult for the company to select qualified individuals (passive candidates) who cannot actively participate in recruitment. This causes qualified individuals to be overlooked when they are in a passive application position. Especially when it comes to qualified personnel, it is important to choose less active qualified and suitable employees rather than choosing an employee from many clusters. It is convenient in this respect to consider passive employees.

Individuals who are actively seeking employment for higher roles have multiple options and apply to more than one place. Since individuals who are more passive in the job search process stand back in this process, it is easier to reach qualified people among passive candidates. In addition, passive candidates are less likely to change jobs frequently. They do not have an active job search. It may be as a result of an offer that they get a different job. This means a more permanent job candidate (Slater, 2022).

How should passive candidates be evaluated while recruiting?

In the recruitment process, institutions need to know which classification the job seeker is subject to. For example, one of these classifications is passive job seekers. Depending on whether the person is active or passive even when being recruited, the nature of the questions asked also changes. For passive job seekers, questions such as when did you leave the job and how long did it take are not effective questions in the hiring process, but for active participants these questions are effective. For passive candidates, you can make sentences about your values. The questioning technique leads to a more aggressive impression in passive candidates. Cultural and operational styles are seen as more appropriate for candidate selection for passive candidates and more reliable for passive candidates. For the passive candidate, it is important that the company gives confidence (Interviewing).

Build trust if use in recruitment

It is important to describe their equipment in detail in their work-related processes. It is important for candidates that the candidate is expressed by the employer from his own threshold and that the employers are thinking of saying these. Components on a secure basis, while demonstrating the openness of the institution. It is an important situation in terms of the future and branding of the company only for the candidates who treat their candidates in a positive way. It is important that this trust, which is given to the person used by speaking, continues in his behavior. Influencing the quality of staff work and the perspective of the employee organization when a eclipse is exhibited in what is said and done. There are many behavioral groups that can increase the reliability and confidentiality of the institution. If he wants to give an example, environments that can add new information to employment can be given as an example to support institutions as an institution and to value employees by dealing with their physical, mental and social complexes. Employees can support many people. A safer building can be built to protect the side of its workers. This is an environment and brand component in which both the company and the quality of the works, as well as the ways of the employees are protected (Baş, 2011).

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