Active vs Passive Candidates 

Glossary of HR Terms Active vs Passive Candidates

What are Active vs Passive Candidates?

In recruitment, Active Candidates are individuals who are actively looking for new job opportunities. They may be applying to roles, updating résumés, and engaging with recruiters. Passive Candidates, on the other hand, are currently employed and not actively seeking new opportunities but may be open to considering roles if approached with the right offer.

Why they matter

Understanding the difference between active and passive candidates is essential for building effective talent acquisition strategies. While active candidates are easier to reach, they represent a smaller and often more competitive pool. Passive candidates make up the majority of the workforce and can bring highly valuable skills, but engaging them requires proactive sourcing and personalized outreach.

Where they fit in the HR stack

This distinction applies within the talent acquisition and sourcing layer of the HR stack. Recruiters use ATS and CRM tools, sourcing platforms (e.g., LinkedIn Recruiter, Entelo, SeekOut), and recruitment marketing campaigns to engage both active and passive candidates.

Common use cases/Examples

  • Filling high-volume roles with active candidates via job postings and job boards.
  • Building relationships with passive candidates through LinkedIn outreach or networking.
  • Using recruitment marketing to attract both groups by showcasing employer brand.
  • Running employee referral programs that often bring in passive candidates.
  • Engaging passive candidates for hard-to-fill or niche positions.

Examples of companies that use it

  • Tech giants like Google, Amazon, and Meta invest heavily in sourcing passive candidates for specialized roles.
  • Enterprises like Deloitte and Accenture balance active candidate pipelines with long-term passive candidate nurturing.
  • SMBs and startups often rely more on active candidates but increasingly use tools like Hired, Lever Nurture, or LinkedIn to connect with passive talent.

FAQ

Neither is “better.” Active candidates are quicker to hire, while passive candidates may be more selective and bring niche skills. The best strategies combine both.

Through LinkedIn searches, networking events, employee referrals, social media, and AI-driven sourcing platforms.

Yes. Passive candidates often require personalized outreach, compelling employer branding, and competitive offers to consider leaving their current role.

Not always. While job boards are common, active candidates also network, attend job fairs, and directly apply through company websites.

ATS platforms track active applicants, while CRM and sourcing tools help build long-term relationships with passive candidates. Recruitment marketing tools also attract both by promoting company culture and opportunities.