Indeed's marketing folk have been promoting recent stats that they have collected on the value of active job seekers versus passive candidates. Of course, Indeed have an agenda, they are a job board that makes its living out of active candidates. But, think about the dynamics when a manager interviews someone that they tapped on the shoulder.  How much time is spent assessing the candidate?  Usually, the manager pussyfoots around hard questions and pitches their opportunity.

A good recruiter will target both active and passive candidates.

At some point in the process, passive candidates need to be converted to active.  Make them want the job, make them jump through hoops. Then, hammer them with a quality assessment.  And, don’t be scared to say no to someone that you approached.

If you need help targeting both active and passive candidates, don't hesitate to contact us at Adaptive Resourcing.  We have the experience. We achieve great results.

You can read the original article that inspired this blog "Why 9/10 Recruiters Prefer to Hire Active Candidates" here.

Recently our team was discussing the way that hipsters love retro things, fixies, beards, Brylcreem etc. While Google is probably part of the establishment (post-hipster), it is great to see the worlds #1 employer brand bringing us back to recruitment 101. Structured interviews work!  While they are widely used in corporates and the public sector, the SME space rarely makes the effort. 

If you are recruiting at any level, please consider planning and executing structured interviews. It will get results and will make you look good.

Our team at Adaptive Resourcing have the experience and skills in constructing and facilitating structured interviews to reveal the true potential of your candidates.  For a confidential chat about your recruitment needs and a quote on how we can assist, don't hesitate to contact us today.

If you're interested in the article that inspired this blog, you can find "Hire Like Google" here.