In the current buzz about candidate recruiting, the question arises, “How does recruiting passive candidates help build competitive advantage?”

Amitai Givertz, Principal, AMG Management Advisors, states “The real challenge for HR is twofold:

*  define the differences between active and passive candidates, understanding how to develop winning strategies for recruiting the best candidates, and

*  develop recruiting strategies that address the organization’s hiring needs, now and into the future.”

Systematic approaches to candidate profiling identify hard and soft skills, experiences, and attitudes that an “ideal” candidate should possess. Following that, one can determine where to find them. Givertz states that while both are qualified for the job, the real difference between active and passive candidates is their level of engagement in their employment.

Knowing that passive and active candidates fit the same profile, successful recruiters, advises Givertz, need to find ways to bridge the gap of interest and availability between the candidates and the recruiter’s job requirements. Candidate’s employment interest levels can and do change due to a variety of workplace circumstances, and they can move a passive candidate to an active one. Extreme cases, such as natural disasters or forced lay offs, can propel a candidate from passive to active quickly.

Givertz believes a blended approach provides the best of both worlds. This means the first step is identifying who are the best candidates, finding where they are, and creating ways to engage them. The next step to becoming competitive is managing internal resources for managing talent.

Creating a pool of both active and passive candidates reduces the time it takes to fill a vacant position. Many employers have discovered that passive candidate sourcing and active candidate development require separate teams and resources. Others continue to use the full-cycle approach, believing the pay-off is consistency, workflow, and accountability, according to Givertz. Both methods ensure a wider pool of candidates. Using these strategies to recruit ahead of an organization’s needs is less disruptive organizationally when a vacancy does occur.

Complete article: Zoom Info February 2008 Recruiting Newsletter