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Did You Know: 70% of the Currently Employed Are Open to New Jobs
According to a survey by TopResume, over 70% of individuals who are currently employed are considering a new job or are open to new opportunities. Asking the surveyed pool about their relationship status with their job, almost three quarters of respondents would take on a new position if the right opportunity came their way. This makes currently employed workers a hidden source of qualified candidates that could potentially fill in-demand roles, especially in niche or leadership positions.
The Job Market is Full of Passive Job Candidates
When an open position is posted on a job board, active candidates, or people actively looking for jobs, are more motivated to apply. However, you are missing out on a great deal of qualified workers who are engaged in their current roles. While an active candidate can fit the role just fine, having some passive recruitment strategies up your sleeve can widen your options and help you make the very best hiring choices.
The Incentives of Hiring Passive Candidates
- Higher Quality Talent: Passive candidates are often highly skilled and experienced professionals who are not actively job hunting, making them harder to find but valuable when recruited.
- Long-Term Stability: Since they are not actively seeking a job, passive candidates are often more thoughtful in considering new opportunities and may stay longer with an employer once they make a move.
- Lower Competition: As passive candidates are not actively applying, there’s typically less competition for their attention, allowing you to engage them more directly.
- Proven Track Record: Passive candidates are often currently employed, which means they’re likely successful in their current roles, providing a proven track record of performance.
- Cost Efficiency: Recruiting passive candidates can sometimes save on advertising and recruitment costs, as these individuals may be approached directly rather than requiring extensive marketing to attract active job seekers.
Where do you find passive job candidates?
To find passive job candidates to enhance your talent pool, you can start by leveraging professional networks like LinkedIn, where many high-quality candidates maintain profiles and engage in industry discussions. You can also amp up your networking efforts by attending industry events, webinars, or conferences to meet individuals who may not be actively job hunting but are open to new possibilities.
Engaging in niche online communities or forums related to specific skill sets, as well as tapping into employee referrals or reaching out to alumni groups, can help identify potential candidates. Additionally, using targeted recruitment campaigns, such as personalized outreach or content marketing through email, social media, and blogs, can attract passive talent.
- Sounds like a lot of work? That’s because it is. However, there is a better way to find passive candidates. By hiring recruiting researchers at Corporate Navigators, we can identify passive candidates who would be good fits for your job opening. We can even call them to verify qualification and interest and deliver you the list of interested individuals through candidate development. That saves you a lot of time, allowing you to invest your energy into other areas of business.
Why are so many employed people open to new roles?
Knowing that so many people are open to new job opportunities provides employers with be attributed to several factors that influence people’s attitudes toward work and career growth. Here are some key reasons why so many employees may be open to new opportunities:
1. Desire for Career Growth and Advancement
Many employees seek better opportunities for career progression, which may not be available in their current roles. If they feel their current job lacks advancement opportunities, they might be open to exploring new positions that offer a clearer path for growth, promotions, or skill development.
How to attract these candidates: Display a strong Employer brand
A strong employer brand communicates a culture of learning, mentorship, and advancement, which resonates with individuals eager to enhance their skills and move up the career ladder. When candidates see that a company invests in its people through training, promotions, and clear pathways for advancement, they are more likely to be drawn to the organization, knowing it offers a supportive environment for long-term growth.
A Shining Example: Suzanna de Baca, CEO of Business Publications Corporation, Inc posts thought leadership about the role of boards in steering company culture.
2. Desire for Workplace Satisfaction
Employees who are not satisfied with their current job—whether due to lack of meaningful work, low compensation, poor company culture, or insufficient work-life balance—are more likely to consider other options. If they feel undervalued or unappreciated, they may be more inclined to look for a job that offers more satisfaction and fulfillment. This includes the search for better pay or benefits elsewhere. Compensation is often a key driver in job searches, especially if employees feel their current employer is not offering a competitive salary or benefits package.
How to attract these candidates: Show Workplace Happiness on Social Media
Posts that highlight team celebrations, employee recognition, work-life balance, and community involvement create a sense of positivity and inclusivity, making the company appear as a great place to work. When potential candidates see genuine, upbeat content that reflects a healthy and motivating workplace, they are more likely to be drawn to the organization, knowing it fosters a happy and engaging atmosphere.
A Shining Example: Dr. Bronner’s Linkedin page periodically shows how the company’s benefits help their employees strike a work life balance, like this post about $7,500 of childcare assistance.
3. A Trend in Increased Job Mobility
People today, especially younger generations like Gen Z, tend to switch jobs more frequently than previous generations. With our 2025 Recruitment Trends Report showing that this generation will encompass 30% of the workforce by the year 2030, appealing to these workers is more important than ever.
The idea of “job-hopping” is more normalized now as employees seek new challenges, better opportunities, or different work environments. It’s not uncommon for people to switch jobs every few years for career advancement or personal development, whereas the old mindset was to stay with a company for decades. Times are just changing, which means employers must adapt!
How to attract these candidates: Be the Place They Want to Work Next
To attract more mobile candidates like Gen Z, emphasize an inclusive workplace that values diversity and provides flexibility. Gen Z prioritizes environments where they feel respected and empowered, so showcasing your commitment to inclusivity—whether through diverse hiring practices, support for various identities, or equal opportunities—resonates deeply with this generation.
Additionally, offering flexible work options, such as remote work, hybrid schedules, or flexible hours, aligns with their desire for a healthy work-life balance. By highlighting these values in your recruitment efforts, you demonstrate that your company understands Gen Z’s preferences for both inclusivity and flexibility, making your workplace more appealing to top talent.
An example of how you can shine: By simply working on your company’s diversity and inclusivity efforts, you can be recognized on lists like the Forbes 2024 America’s Best Employers for Diversity. You can also showcase your commitment to DEI through posts on social media and on your company blog, like AMS has done with its recent webinar on DEI.
70% of Employed Workers are Open to New Roles. Let’s Recruit Them!
The increasing openness of employed individuals to new job opportunities presents a valuable pool of passive candidates who could be the perfect fit for in-demand roles. While active candidates are easier to identify, passive candidates often bring higher-quality, more experienced talent, and are likely to stay longer if they find the right opportunity.
To attract these candidates, it’s essential to leverage professional networks, industry events, and targeted outreach strategies. Additionally, creating a strong employer brand that emphasizes career growth, workplace satisfaction, and inclusivity will help draw in top talent, especially from younger generations like Gen Z, who seek flexible, supportive, and diverse work environments. By integrating these strategies, businesses can build a more robust pipeline of candidates, reduce competition, and improve recruitment outcomes.
