Hi,

I’m reaching out on behalf of Friddy Hoegener, Co-Founder at SCOPE Recruiting, a boutique agency specialising in supply chain and manufacturing recruitment. We’d like to contribute an article titled “Passive vs. Active Candidates: Why the Best Talent Isn’t Applying (and How to Find Them)” where we explore why traditional job postings often miss top performers and how to reach passive candidates effectively.

Friddy has over eight years of executive recruiting experience, following several years in a global supply chain management role at ABB. His first-hand industry background gives him a unique understanding of what makes the right hire. You can view his profile here: https://www.linkedin.com/in/fhoegener/ 

Here&#39;s the outline:

1. Active vs. Passive Candidates
Explains the difference between candidates who are actively job hunting and those who are not currently looking but would consider the right opportunity, and why that distinction matters.

2. More Applicants Doesn’t Mean Better Hiring
Shows how AI-driven job applications have created a flood of unqualified candidates, leaving recruiters with more noise than genuine options.

3. What Makes Passive Candidates Stronger Hires
Explains why passive candidates, who are already performing well in their current roles, often deliver better results, stay longer, and adapt more quickly.

4. Finding and Engaging Passive Talent
Covers practical ways to identify and connect with great candidates who are not applying to jobs, such as using LinkedIn search tools, referrals, and industry communities.

4a. How to Identify and Reach Passive Candidates
Describes where to find passive candidates and how to start meaningful, personalised conversations that build trust and interest.

4b. How to Approach Passive Candidates the Right Way
Provides examples of effective outreach messages and outlines common mistakes to avoid, focusing on authenticity and relevance.

5. Setting Realistic Expectations About Timeline
Highlights that hiring passive candidates requires patience and time, but the results are worth it because the hires are stronger and more committed.

6. Common Mistakes That Lose Passive Candidates
Outlines the errors that turn top candidates away, such as unclear job details, poor communication, or slow interview processes.

7. Building a Sustainable Passive Talent Pipeline
Explains how to maintain ongoing relationships with passive candidates so you have access to quality talent when new roles open.

8. Conclusion: Quality Over Quantity
Reinforces that effective hiring is about connection and strategy, not volume, and that focusing on passive candidates helps build stronger, longer-lasting teams.

Please let me know if you’d like any additional details or format changes before review.

Best,

Liezl Projella
Content Manager, SCOPE Recruiting
lizzie@scoperecruiting.com
www.scoperecruiting.com