Active Candidates

These are people who are actively looking for a new role. 

They’re:

• Regularly browsing job boards
• Updating their CVs and LinkedIn profiles
• Submitting applications and ready to interview
  
  

They tend to move quickly and are more accessible through traditional hiring channels like job ads and recruiter outreach.

Passive Candidates

These are employed professionals who aren’t job hunting – but might be open to the right opportunity. They’re:

• Not applying for roles or checking job boards
• Often top performers in their current roles
• Only responsive to personalised, well-timed outreach

They’re harder to reach, but often more experienced, loyal, and selective about where they go next.

Takeaway – Active job seekers are easier to find. Passive job seekers are harder to reach – but often more experienced and stable.

Why This Matters: The Recruitment Shift

If you’re only hiring active candidates, you’re missing out on a massive part of the talent market.

According to LinkedIn, passive candidates make up more than 70% of the global workforce.

That’s a huge opportunity, if you know how to reach them.

That’s where smart active and passive recruitment strategies come in.

Recruiting Active vs Passive Candidates – What Works?

Strategies for Active Candidates:

• Post on job boards like Seek and Indeed
• Optimise your careers page and job descriptions
• Promote roles through email and social media
• Move quickly – they’re often applying to multiple roles
• Ask your team, and professional network, if they know anyone searching who may be a fit

Strategies for Passive Candidate Sourcing:

• Build a strong employer brand and online presence
• Use LinkedIn and direct outreach with personalised messages
• Highlight flexible benefits, values and team culture
• Offer compelling reasons to consider a change – not just salary
• Engage with a specialist recruiter who has the existing relationships and knowledge for candidates who are waiting to be tapped on the shoulder.

Takeaway – Active candidates need fast, clear job info. Passive candidates need a relationship and a reason to listen.

Pros and Cons of Each Candidate Type

Both active and passive candidates bring different advantages and challenges to your hiring process.

Active candidates are job-ready and often eager to move. They’re responsive, more accessible, and typically faster to hire. However, the competition is fierce. Most active candidates are applying to multiple roles — sometimes 10x a day — often looking for anything that pays the bills. For many, it’s a short-term fix, not a long-term career move. That’s why it’s critical to act quickly if you want to secure top talent, and to assess whether they’re aligned with your role beyond just availability.

Passive candidates require a longer engagement process. You’ll need to spend time building trust and selling the opportunity before they even consider moving. But they also bring a lot to the table. They’re often highly skilled, more loyal once they commit, and less likely to be juggling multiple offers.

Here’s what to consider:

• Availability – Active candidates are ready now. Passive candidates may take more time, but are open to the right opportunity.
  
  
• Competition – You’re fighting for attention with active candidates. With passive candidates, if you connect well, you might be the only one in conversation.
  
  
• Experience – Passive candidates are often further along in their careers. Active candidates can range from early-stage to experienced professionals.
  
  
• Engagement – Active job seekers come to you. Passive candidates need more strategic outreach and messaging.
  
  
• Time to hire – Active hires are typically faster. Passive hires take longer, but often bring greater long-term value.
  
  

Takeaway – You’ll need different messaging, timing, and tactics depending on who you’re targeting, but both groups have a place in your hiring strategy.

How to Engage Passive Candidates Effectively

If you want to compete for top-tier passive talent, you need to take a different approach to your messaging and outreach.

Here’s how:

• Lead with value – Why should they leave a job they’re not trying to leave?
• Personalise your message – Reference their work or industry interests
• Sell the opportunity, not just the job – Think growth, purpose, and impact
• Be patient – Passive candidate sourcing takes time, but it’s worth the investment

Passive recruitment is a long game. However, it pays off with high-quality hires who aren’t actively searching elsewhere.

Why a Balanced Strategy Wins

The most effective hiring strategies don’t focus on just one group. At the end of day it matters less whether your candidate was active or passive and what matters is whether they are the right fit. 

They blend fast-turnaround efforts to attract active candidates with longer-term passive candidate sourcing strategies, creating a more resilient, high-quality talent pipeline.

Active candidates help you fill roles now. 

Passive candidates build your business for the future.

TalentVine Can Help You Find Both

Not sure how to tailor your hiring strategy? TalentVine connects you with specialist recruiters who know how to attract and convert both active and passive candidates – fast.

Our platform makes it easy to:

• Compare recruiters based on performance
• Choose someone who understands your role, industry and company culture
• Build a pipeline that works now and for the long term

Ready to find top talent , no matter where they’re hiding?

Get started with TalentVine today.