With the current talent shortage in QuantumComputing and the ubiquitous difficulty of recruiting, passive candidates constitute a significant pool. Attracting and recruiting candidates who are not necessarily looking for a job has therefore become increasingly common in the recruitment strategy.
According to a LinkedIn report, half of full-time employees remain open to discussions with a potential recruiter.
However, this type of recruitment presents different problems compared to the recruitment of an active candidate.
There are several types of passive candidates. Knowing and understanding their difference allows you to adapt your recruitment strategy. Generally, 85% are “recruitable”, with varying degrees of willingness. Basically, there are four types of passive candidates:
- The semi-active passive candidate – this category corresponds to employees already in place who, without looking for a job, discuss potential opportunities with their network. They want to be informed when a position becomes available and speak openly to other recruiters on social networks and job boards. According to the LinkedIn, this type of passive candidate represents 15% of employees on the network.
- The standby passive candidate – this category includes employees who are attentive to opportunities. These employees do not approach actively recruiters, but keep themselves informed of the opportunities. They usually don’t apply unless a detail in the offer convinces them enough to step out of their comfort zone or if they are approached by a headhunter. They represents 25% of people.
- The open-minded passive candidate – the employee in this category does not act actively and does not look for open job positions. On the other hand, when the time comes, if he is approached, he remains open to any change and will study the offer carefully. The attractiveness of the company, the methods of the approach and the weight of the argument are all details that will weigh in the balance when he has to decide. 45% of employees are open-minded passive candidates.
- The closed-minded candidate – This is the type of candidate who is satisfied with his job position. He is not interested in a new job and is often reluctant to discuss this opportunity. Only an argument that deeply speaks to him can encourage him to discuss. 15% of employees are in this state of mind.
quGeeks can help you finding and recruiting passive candidates. First, we have a nice database of profiles and resumes of candidates we follow from the time they were PhD candidates or interns. They have eventually stay in their first company and may be interested in a new challenge. Second, we can assist you in setting an approach that is as personalized as possible and with specific arguments. Salary package is a part of the picture but in our quantum computing field, company funding, publications and well-known employees are often much more important to attract talents.
