MRI: Out-of-Work Stigma Fades in Today’s Economy

Passive who? MRINetwork now alleges that “A-level candidates” can be found among active job seekers.

Most can agree that we have a (perhaps false) perception that the “hard-to-get” candidate who already has a job is more desirable, valuable, or competent.

But in the current job market, candidates who have learned to survive in a difficult environment may have much to offer your clients.

Tony McKinnon, president of MRINetwork, points out that the employment landscape has changed.

“A lot of candidates — good candidates – are available to fill open positions quickly,” he advises.

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McKinnon also notes that already employed passive candidates often cost more to attract, to recruit, and to retain. “If companies want to find good candidates less expensively and more quickly,” he says, “they should open their doors to active candidates. They will be grateful for the opportunity and anxious to show they can do the work.”

Unemployed candidates should avoid job searching in panic mode, he warns.

“They do themselves a disservice by indiscriminately broadcasting their resumes via job boards. It is now so easy to instantly search major job sites and press a single button to send a resume and cover letter in response to hundreds of jobs. The problem with this approach is that employers resent the waste of their time and increasingly delete responses within seconds of receiving them if they see anything out of sync with their posting.”

Elaine Rigoli has nearly 15 years of experience managing content and community for various B2B and consumer websites. Elaine has written thousands of business and technology articles and has been quoted in The Wall Street Journal and eWeek, among other publications.

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5 Comments on “MRI: Out-of-Work Stigma Fades in Today’s Economy

  1. I know most real upper level positions could require a passive candidate approach, but I have always filled mid level positions with active candidates, my success with the infamous “passive” candidate has been dismal even in boom times. Ultimately I have focused on putting alot of emphasis on creating a large candidate pool to recruit from, some include active others include passive. The passive never result in a placement.

  2. Frankly – in my opinion matters not whether the placed candidate is active or passive – we all know the challenges both positive and negative that candidates from either channel come with – what matters is that it’s the right person for the job and its delivered with speed, quality and the right price. In today’s market you NEED to be able to access both active and passive markets in the interest of the client. An organisation that limits itself to a singular approach is at a disadvantage in today’s market.

  3. So, If ‘A’ candidates are available, it makes the case for differentiation even more poignant. Sourcing is NOT the key in a down market, selection is. There is not one company on the planet that is not going to attempt social networking and other easy methods to find people. Head hunting is critical in a tight market, selection is critical when everyone and their Uncle Billy can find candidates, and “A” candidates at that. Gotta Love this Business, just when you think you’ve got it, it gets better !!! $$$

  4. I have to agree with David who writes “the infamous “passive” candidate has been dismal”. Seems like a waste of energy to convince ONE passive to look at an opportunity when there are TEN active folks that are available.

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