Most good recruiters worth their salt take pride in the “great find” – the candidate with the perfect credentials who has not been on anyone’s radar screen. Certainly, some of the value that recruiters bring to the hiring process is their ability to identify and pursue the intriguing “possibles” who are not actively in the job market. But sometimes this pride can go too far, to the point that recruiters dismiss those job seekers who are actively pursuing new opportunities.

As an executive resume writer/career consultant, I’m here to make the case for these in-the-market candidates who can’t seem to get the time of day from recruiters.

Consider their perspective:

• Yesterday, while still employed, they were prime targets for recruiters. With a wealth of experience and impressive achievements, they have made valuable contributions at every company where they’ve worked. It stands to reason they will do so again.


• Today, unemployed but with virtually the same experience, achievements, industry knowledge, and expertise, they are ignored by recruiters and made to feel that they have little to offer the companies they are targeting.

When looked at from this standpoint, does it make sense to focus solely on the passive, employed candidates for the positions you are recruiting for? At the very least, remain open to the active candidates and give them the chance to tell you why they left their last job. Let them share their ideas for how they can help your company. Allow them to reassure you that they haven’t plastered their resume all over town and all over the Internet but are carefully targeting just the right companies and opportunities.

Perhaps you are concerned that your hiring managers won’t value your services if “all” you do is present active candidates. After all, aren’t you paid for your ability to find candidates for the strategically important and hard-to-fill jobs?

If this is your viewpoint, I suggest that you think harder about the value you provide. As a recruiting professional, you are not simply passing along resumes. You bring so much more to the process. Early on, you might help your hiring manager define the ideal candidate and clarify the performance expectations. You conduct research and outreach to find people with the expertise your hiring manager needs. You sift between the wheat and the chaff of dozens if not hundreds of resumes and candidates. You screen, vet, and prepare candidates to meet with your hiring managers, and you serve as a resource and sounding board for both candidates and hiring managers during what can be a lengthy and often stressful process. You bring to the table your own expertise, insights, and experience that results in better hires, while your hiring managers are free to do what they do best.

So the next time you are tempted to dismiss a potential candidate because he or she is not someone you “unearthed” but rather is an active job seeker, focus instead on that person’s qualifications; and don’t underestimate your value to your hiring managers. Whether candidates are active or passive has little if anything to do with their qualifications or your value.