Passive vs. Active, Employed vs. Unemployed

I posted this question at Linked In, and received some very interesting responses. I thought my blog readers might like to join in with their thoughts as well …

The overriding theme by internal recruiters at the recent Kennedy Conference was the desire to primarily (and preferably) recruit passive candidates (those who are happily employed and not looking).

So my question is, if you knew that your marketability as a candidate would spiral the moment you became unemployed (even through no fault of your own), what would you do differently today to manage your career for the future?

Passively Social

I just returned from the Kennedy Recruiting Conference in Orlando. This was a hotel full of “internal” recruiters … those folks who are employed in–house to source potential candidates for their companies. And the four words and two themes we heard over and over were …

–Passive Candidates
–Social Networks

What internal recruiters want is the coveted A–player who is currently employed. Where they go to find them are social networking and job aggregator sites like Linked In, Ziggs, ZoomInfo, and Naymz.

If you want to play the game, you need to get in the game. If you aren’t where recruiters are looking, you won’t be found by them.

Email me with “Passively Social” in the subject line for a copy of my full article on this topic.