Active Candidates
Active candidates are job seekers who are currently and openly looking for new job opportunities. These individuals are typically either unemployed and searching for work, or employed but actively pursuing new positions. Unlike passive candidates (who are employed and not actively job hunting), active candidates are easier to engage with as they're regularly checking job boards, updating their resumes, and responding to recruiter outreach. They often apply directly to job postings and are generally more immediately available for interviews and potential start dates.
Examples in Resumes
Successfully placed 50 Active Candidates in senior roles within 6 months
Maintained a database of Active Candidates and Active Job Seekers for quick placement
Conducted weekly screening calls with Active Candidates to assess job fit
Typical job title: "Recruiters"
Also try searching for:
Where to Find Recruiters
Professional Networks
Job Boards
Industry Resources
Example Interview Questions
Senior Level Questions
Q: How do you develop strategies to convert passive candidates into active candidates?
Expected Answer: A senior recruiter should discuss building long-term relationships, creating engaging content, maintaining regular contact, and understanding career motivators beyond salary. They should mention using market insights and timing to approach passive candidates when they're more likely to consider a move.
Q: How do you manage a large pool of active candidates efficiently?
Expected Answer: The answer should cover using applicant tracking systems (ATS), implementing regular check-ins, categorizing candidates by skills and availability, and maintaining updated candidate information. They should also mention strategies for quick matching of candidates to new opportunities.
Mid Level Questions
Q: What methods do you use to screen active candidates effectively?
Expected Answer: Should explain their process for initial resume review, phone screening, checking references, and assessing candidate motivation and cultural fit. Should mention time management techniques for handling multiple candidates.
Q: How do you maintain engagement with active candidates during a long hiring process?
Expected Answer: Should discuss regular communication strategies, setting expectations, providing updates, and keeping candidates interested while waiting for hiring decisions. Should mention how to handle candidate concerns and maintain enthusiasm.
Junior Level Questions
Q: What are the key differences between active and passive candidates?
Expected Answer: Should explain that active candidates are currently job searching and more responsive, while passive candidates are employed and not actively looking. Should mention the different approaches needed for each group.
Q: How do you qualify if an active candidate is a good fit for a role?
Expected Answer: Should describe basic screening processes like matching skills to job requirements, checking availability, confirming salary expectations, and verifying basic qualifications.
Experience Level Indicators
Junior (0-2 years)
- Basic candidate screening
- Job posting creation
- Resume review
- Interview scheduling
Mid (2-5 years)
- Candidate relationship management
- Applicant tracking system expertise
- Talent pipeline development
- Effective candidate assessment
Senior (5+ years)
- Strategic recruitment planning
- Advanced candidate sourcing
- Market analysis and trends
- Team leadership and training
Red Flags to Watch For
- Poor follow-up with candidates
- Lack of organization in tracking candidate status
- Unable to properly assess candidate qualifications
- Poor communication skills
- No experience with applicant tracking systems
Related Terms
Need more hiring wisdom? Check these out...
From Passive to Active: Nurturing Candidates Over the Long Haul
Why Candidate-Centric Recruitment Is Your Secret Weapon (And How to Get It Right)
Ghostbusting in Recruitment: How to Keep Candidates Engaged
