Why is the application process different with sourced candidates than with candidates who have proactively applied for a job posting? We are talking about candidates who have been approached for the respective position, so-called passive candidates. Candidates who are not actively looking, but have shown interest after being approached and begin the application process with the company.

What are passive, sourced candidates?

It is important that managers deal differently in the application process with sourced candidates who have not applied themselves but have been approached. These candidates are usually not actively looking for a new job and therefore often have little time and motivation to actively engage in the application process. It is therefore essential that the manager convinces these candidates of himself and his company in order to win them over for the position.


One way to do this is to match the candidate to their skills and experience in the interview and show them how they can develop in the company and in the job. During the application process, the manager should also make sure that he gives the candidate a positive and professional image of the company and shows him that he will feel welcome and appreciated there.

Communication in the application process

Another important element is communication. Managers should ensure that they regularly inform the candidate about the progress of the application process in a transparent manner. This gives the candidate the feeling that he is important and that the company is interested in him.

It is also important that the manager takes time in the application process to understand the candidate and learn about his motivations. He or she should inquire why the candidate is interested in the position and what his or her goals are. In this way, the manager can be more specific about the candidate's needs and how the job can help them achieve their goals.

Build personal relationship

Ultimately, it is important that the manager builds a personal relationship with the candidate. If the candidate feels well taken care of and appreciated, he or she is more likely to commit to the job and the company. So the manager should take time to get to know the candidate and show him that he values him as a person and that he would like to have him on his team.

It is important to emphasize that in the application process itself, the manager must win over the candidate, because every week the candidate is approached by several headhunters who want to win him over for other companies. The manager must therefore be persuasive and make a clear and attractive offer to the candidate. This can include, a clear career development opportunity, interesting projects, a good working environment, flexible working hours and attractive compensation.

Another important element is time. The manager should move the candidate through the application process quickly and efficiently and make an offer quickly to secure the candidate ahead of other companies. This shows the candidate that the company is interested in him and allows him to make a quick decision.

It is also important that the manager contacts the candidate regularly after the interview and offer and gives them the opportunity to ask questions and express concerns. This gives the candidate the feeling that he or she is being taken seriously and that the company is interested in his or her well-being.

Hiring manager must attract the candidate to the company

In conclusion, the manager must deal differently with sourced candidates in the application process than with candidates who have applied themselves. He must convince the candidate of himself and his company by making him an attractive offer, guiding him quickly and efficiently through the application process, and giving him regular feedback. If the manager follows these steps, he has a good chance of winning the candidate over for the job and the company.