Jim Stroud, Johnny Campbell + Chris Russell on Passive vs. Active Candidate Attraction

By Tony Restell

Share on: 

Jim Stroud, Johnny Campbell and Chris Russell all lined up to tackle the Passive vs. Active candidate attraction debate. Where should employers be investing their budgets - and what are the differences when it comes to attracting passive and active candidate types?


Well when I saw this SHRM video earlier today, I knew it had to be worth watching. Jim Stroud (Bernard Hodes Group), Johnny Campbell (Social Talent) and Chris Russell (Career Cloud) are three people whose updates I look out for - always packed with social recruiting nuggets! So the three of them tackling this topic was sure to be interesting. I wasn't disappointed and so share the video with you here below.
 

Just some of the things I came away better informed about include:
 

  • Are Passive candidates actually better than Active candidates?
     
  • Is there actually a difference between Active and Passive candidates, if the person’s skills and experience are similar?
     
  • Recruiters are essentially looking for someone who 1) meets your requirements and 2) has the right motivations to want to work for you. Someone who is statistically more likely to want to work for you is arguably more worthwhile talking to – and that means exhausting credible active candidate sources like job boards before ploughing resources head first into researching and approaching the passive candidate pool.
     
  • It’s important to invest in your employer brand and how your company is perceived, so that the right types of candidates – be they passive or active – are more likely to want to work with you.
     
  • Being authentic is key too – when candidates start out at your company, does the day to day experience actually live up to what was promised during the courting stage? Get staff involved in showcasing the company and what it’s like to work there.
     
  • Active candidates are most likely to be interested in what the specific job opening offers; passive candidates are most likely to be interested in the company and its culture, values, future prospects. So if 80% of the candidate audience is passive, you want to be investing in conveying these messages about what the company is like.


Video: Jim Stroud, Johnny Campbell + Chris Russell on Passive vs. Active Candidate Attraction
 

Hope you found the session as useful as I did - and let me conclude by pointing you in the direction of the twitter profiles for Jim Stroud (@jimstroud), Johnny Campbell (@socialtalent) and Chris Russell (@chrisrussell), all of whom are worth a follow if social recruiting is high on your agenda for the coming year.

 

What does our team do?

We won't just do social media management. Social Hire will work with you to ensure your business sees great value from the service and that your team gets the most out of the service. Our social media experts are driven by the desire to make a enhancements to your social media marketing and reaching targets in a way that realistically makes a difference to your business goals.

Is it important to you to increase the digital footprint of your business by utilising online promotion, but can't work out how to begin?With the professional understanding of our digital experts working in your business, you can begin to see interaction, brand loyalty and enquiries get better without having to take your team out to spend time on ineffective marketing strategies, or spend money on a internal marketing manager with a view to get results that may not deliver!

We're an organisation that helps our clients boost their social media marketing by offering social media marketing on a monthly basis.

You might like these blog posts Starting Social Media Conversations: 3 Things You Must Do First!, How to Encourage Employee Voice and Increase Employee Engagement, How to Choose the Best Social Influencer Marketing Agency, and Video Marketing Trends in 2017.

  Back to Recruitment blogs