Glossary: HR & Recruiting Definitions
A passive candidate refers to someone who is already employed and not proactively looking for work, but who could be interested in a new job opportunity. It’s important to include passive candidates into an overall sourcing and recruiting strategy, as otherwise you miss engaging and attracting a majority of the workforce.
Here’s a quick overview of some of the main factors that differentiate passive candidates from active candidates.
Build longer-term relationships with passive candidates and let them know you still want to hear from them even if they are not interested in your current offer. By staying in touch, you have the chance to get them to apply when they are ready for a change.
Encourage candidates to follow your social media accounts to keep them engaged and interested in your brand, and informed of any new opportunities.
Highlight growth opportunities on your career site and in recruiting marketing materials, so potential candidates can envision the full value of making a move to your company.
Mobile recruiting refers to attracting, engaging, and converting candidates via mobile career sites, mobile job ads, and mobile recruitment apps.
Hiring is the practice of finding and selecting candidates to fill job vacancies.
Social recruiting is a recruitment tool that uses social media sites and other online platforms to find, attract, and engage potential candidates.
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