Passive Search

A passive job search occurs when someone who is currently working openly to hear about new career opportunities, but did not actively seek out and apply for specific positions.

Passive job seekers may (and should) keep their resume and LinkedIn Profile updated and may engage in casual networking with colleagues and friends at other companies.

Passive sources is holding qualified professionals who are currently working, but are open to opportunities that allow for professional growth and productive in their current positions, which are highly valued by employers and open to the great challenges and more opportunities.

The benefits of passive candidates, since they are not looking for new opportunities, they probably will not be an interview with someone else. With 60% of the workforce is not looking for a new job, but is ready to discuss a new opportunity to actively sourcing (Boolean search, social media, etc.) is your best bet for finding this group. Since it can be difficult to distinguish a passive candidate who is interested in speaking to you from one that’s not, you should be careful how you reach out people you find through proactive sourcing.

They did not express any interest in your company so far, so you want to get them excited about talking to you. Original reach should include an introduction to you and your company, and provide some of the reasons why you are going, and why this move will benefit the candidate. Show them why your jobs related to their experience and tell them what aspects of their resume to make them fit.

Our passive search of skilled bounty hunters takes into account the values of the candidate, job preferences, skills, background, family commitments, etc. These guiding parameters on which our bounty hunter examines the suitability of the candidate to the requirements of our recruiter. The main goal should not be to generate short-term employment, but to bridge the gap between supply and demand. Ethical headhunting calls for a sense of integrity.