Let's first agree that no staffing model is solely based on identifying and finding only passive candidates. It makes sense to have a solid strategy built around quick hits, such as candidates in your own ATS or candidates on job boards. Most companies still need an active component to their hiring process, even as they attempt to identify and hire passive candidates.
We have seen many an article about passive candidates, semi-passive candidates, and semi-active candidates, and how the overall passive talent pool (90%) is made up of candidates that are not actively looking. But has anyone taken the time to actually sit down and capture the pre-ATS activities and metrics here?
...Passive candidates might potentially equal better quality talent, but ask yourself if you are ready to pay the price (in terms of cost, resources, processes, strategy, technology, etc.) to get this kind of quality in volume and whether you are structured to successfully deliver on that promise. Do you even know where to start? read whole story here.
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