Passive Approaches to attract Active Jobseekers
	Many companies turn to advertising in local newspaper classified advertisements.  The problem is that most jobseekers aren’t looking at classified ads in the newspaper anymore.  The results that companies get when using classified ads are limited.   Candidates are more likely to turn to foundational job boards on the internet to look for openings.  The company is left to rely on the right person finding their posting while it is still active. Used by nearly 100% of all companies, this recruiting strategy creates the “Active Jobseeker Dilemma”
	Posting jobs and running ads typically attracts only active jobseekers.  Because these individuals usually have a reason to find other employment, and because a job board user can often submit himself as a candidate with the click of a button, it is too easy for the unqualified candidate to submit his resume for an open position.  The employer is then left to filter through a flood of unqualified applicants, which is costly and time-consuming.   By only relying on the active jobseeker, the company misses the opportunity to find the passive candidates who are qualified but who did not find the employer's posting.

Active Approaches to acquire Passive Candidates

Access fees for resume banks/databases are expensive.  Finding candidates in these databases requires large amounts of time that companies often don’t have.   Headhunter fees are high (up to 1/3 of the first year salary for the hired executive)   Retained search firms have a higher success rate for companies, but their fees can cost the employer as much as 1/2 of the hired executive’s first year salary Used by approximately 15% of all companies, there is usually a considerable cost associated with this recruiting strategy

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