79% of working professionals around the world are considered passive candidates. The other 21% are actively seeking a new job. In which group do you think the better talent is?

LinkedInā€˜s research shows that on balance, passive candidates care disproportionately more or less about certain factors than their actively job-seeking counterparts. Through that research, five factors stand out as major points of differentiation. These factors have a bearing on how you might approach passive candidates.

Passive vs active candidates takeaways:

  • Passive talent are 120% more likely to want to make an impact
  • 56% are more likely to want a corporate culture that fits to their personality
  • Passive candidates are 33% more likely to want challenging work
  • Passive talent is also less needy, 17% less likely to need skill development and 21% less likely to need recognition

3 tips to passive talent recruitment success:

  • Leverage your entire team to find the right talent. Good employees know good people who could be a strong culture fit.
  • Start the conversation right by being targeted and personal. Emphasize impact over skill-laden job descriptions.
  • Listen. Invite candidates to talk about themselves, uncover their needs and motivations, and keep detailed notes at every touch point.

via How To Recruit Passive Candidates Online [INFOGRAPHIC].