How to Recruit the Best Active and Passive Candidates for Your Role

Selecting the best candidates has never been the easiest of tasks, especially as we continue to see the media industry expanding at the rate that it is. Of course there are different types of applicants that you will attract, or look to attract, and it is important to be able to identify these targets are present your company in a light that appeals to the highest calibre of professional – even if they are already happily in work.

As you target talent to fill the higher positions in your company, you will encounter a very different challenge to entry level positions. Where junior positions are often flooded with newly-graduated young people looking for their first or second position as they begin to climb the ladder, the pool grows shallower the higher you climb.

Top-level professionals will be aware they are sought after, so it’s likely you’ll be challenged by your competitors for their signature, as well as their current employers should they not have started actively looking for pastures new themselves. Knowing the difference between these types of candidates – the active and the passive – as well as knowing how to approach them in order to secure their services, is something that you can identify with the help of our team here at Harrison Dear.

With decades of combined experience within the industry, we are perfectly placed to help you attract the calibre of candidate you require to take your company forward to the next level. The question is, how do you attract the best active and passive applicants? Below, we run through a few key factors you’ll need to bear in mind throughout the process.

Active Candidates

An active candidate is the easier of the two to attract, as they are actively looking for work. In some instances, they may be between positions – giving you even more leeway to negotiate terms – but this is not always the case.

There are a few reasons why people look for new opportunities, and it is up to you to appeal to them all. These can include anything from seeking out greater opportunities and responsibilities, redundancy and concerns regarding their current workplace’s stability moving into the future, and it’s estimated that in the UK around 25 per cent of those employed on a full-time, permanent basis count themselves within this category.

As a result, these candidates are much easier to attract, especially if you are confident that the role stands out from the crowd. Through ensuring you are using a company with strong ties to the media industry, you give yourself a much better chance of refining your search and targeting the right audience. Here at Harrison Dear, our service will essential optimise your search for candidates and use our networks as a vehicle for your success in finding the right one for your company.

With our support, we’ll be able to filter through the amount of under-qualified applications your position will inevitably receive to ensure you are only presented with the cream of the crop. It’s important that you make it easy for the best active candidates to apply for your job, though – when working all day, tedious application processes are only going to ward off a large chunk of people. Here at Harrison Dear, we don’t necessarily adhere to the belief that this ‘weeds out’ those who aren’t committed to working for your company, instead we believe accessibility is crucial. The weeding out will all be taken care of by our team of experienced recruiters.

Passive Candidates

Passive candidates, on the other hand, are comparably trickier to lure away towards your company and make up the remaining 75 per cent of the British workforce. While the task of attracting someone away from a position within which they are comfortable is always going to be a difficult one, with the right help and guidance you should at least be able to make them seriously consider taking the role on your team.

Of course, passive candidates do have their advantages – for a start, it is highly unlikely they will be interviewing with anyone else, leaving it up to you and your recruitment team here at Harrison Dear to present the potential opportunity as an extremely worthwhile one. New methods of tracking down these professionals, such as social media, has changed the recruitment landscape somewhat and it is now more important than ever that companies looking to approach this demographic do so in a progressive, proactive manner.

Consider first and foremost that they haven’t expressed any interest in your company at this point, and reach out to them in a way that will inspire excitement on their behalf. We’ll help you draft a suitable introduction to you and your company, as well as outlining why you have chosen to reach out to them specifically at this moment in time. It’s all a question of relevance and relativity, and why you feel that their CV fits into what you’re looking for for the role.

The very nature of the demographic, however, means that you should expect to receive multiple knockbacks from people who are wholly satisfied with their current role. Even if this is the case, make it clear that you would love to hear their thoughts regardless of their position on the matter.

Networking with high level candidates is critical when trying to attract those who may need a little bit more than an application form to convince them to jump ship, and don’t be surprised if you find that they get in touch with you later down the line. Solid, honest communication will leave you in a great position in the future so if it turns out they do want to change, they’re already thinking of their next move with you in mind.

How we can help

Here at Harrison Dear, we offer a bespoke service to help the best companies find the candidates that suit them best. If you feel that what we’ve said in this guide can help you secure the services of a professional that will help your business continue to excel, then don’t hesitate to get in touch with one of our advisors today. We’ll always get back to any questions or queries as soon as we can.