Every now and again, we like to survey clients and candidates as well as analyze actual outcomes for purposes of providing insights to our digital talent community. In this case, we wanted to take a deeper look into classifications of candidates and determine if there exists a clear advantage for one vs the other when it comes to landing and being successful in a new gig.
Old School Classifications
While there remain clear distinctions between active and passive candidates as applicable to some in the workforce, the truth is that the pervasiveness of technological applications bridging the divide between candidate hunter and job seeker has resulted in a significant narrowing of said divide over the last decade.
In addition to “active” and “passive” job seekers, we can add “future free agent” – the currently employed candidate, whose skills and experience are in demand, who is not actively seeking a new job but is certainly keeping his or her options open, skills razor sharp, credentials up-to-date and professional profile visible for others to see online. According to a recent (2013) study conducted by CareerBuilder, 77% of the workforce employed on a full-time basis are either actively seeking a new job or wish to remain open to new opportunities.
The real distinction between the passive and “future free agent” candidate is the overall level of active preparation for a potential pay day and commitment to networking with talent agents and other opportunity facilitators. Per our analysis, Millenials are far more likely to be classified as a “future free agent” than their Baby Boomer counterparts. For the former, luck as associated with being tapped for a great new gig means being ready when opportunity knocks.
Hiring Company Preferences
“Many of my friends have received emails and LinkedIn InMails from recruiters at top companies like Google and Deloitte. These companies would rather hire someone who is currently employed than an active job seeker” – Managing Partner, Brand Research and Advisory Agency
As distressing as this news might come to the unemployed and active job seeker, the above statement rings true. In fact, we have had several clients go so far as to specify that candidates we present for consideration must be fully employed.
The CareerBuilder study noted earlier also indicated that approximately 20% of those contacted for consideration by hiring managers were not actively seeking a new opportunity and had no knowledge of the company’s needs / position.
Our own study took this statistic to an entirely new level – since 2012, 71% of those candidates who ultimately filled one of our client’s available positions would be classified, at time of recruitment, as a “future free agent”. In other words, and in the majority of cases, the client hires the candidate who had to be recruited over those who actively applied to an open post.
The Why Behind the Future Free Agent Skew
According to our analysis, there is rarely only one reason why a hiring company ends up selecting the “future free agent” over the active job seeker. Years of experience and our recent survey results point to the following reasons and rationale:
- Given their sense of self and forward-thinking , “future free agents” are able to accurately gauge opportunity fit (pass / proceed) as well as clearly articulate their professional value proposition both before (identification) and during the interview process (evaluation)
- Active job seekers sometimes play the volume game and apply for all positions for which they consider themselves “somewhat qualified” – in today’s world, most mid-level or senior roles require a 90%+ match against defined search criteria
- Active job seekers sometimes look to the open requisition as a way to get their foot in the door at a targeted company – rarely does this work as hiring managers just don’t have the time for such a diversion
- When asked for a reason for leaving (RFL), active and employed job seekers sometimes make the critical mistake of disparaging their current employer – remarkable as it may seem, we’ve even had candidates take shots at each and every one of their past employers during initial screening
- Whether the result of misplaced enthusiasm or something else entirely, active job seekers (employed or unemployed) sometimes give off a vibe of desperation – passion for your profession is always a good thing, but borderline begging for an opportunity never plays well
- Depending on the vertical and type of role (performance-based such as sales directors, etc.), hiring companies may want to recruit “future free agents” directly from a competitor
- Like it or not, right or wrong, it is oftentimes the perception of hiring managers that currently employed candidates are better at their jobs as reflected by the value placed on them by current employers
- Let’s not discount psychology, as hiring managers sometimes drive the process and drive up the price as related to a particular candidate because they “want what they can’t have”
Regardless of reason or rationale, it is clear that some level of recruiting is required to identify, evaluate and acquire the preferred “future free agent” candidate. When doing so, either through an internal recruiter or with an external partner, be sure to engage only those who really understand your business, the role and what you are looking to achieve by hiring for that particular position. Best of luck!
