Table of Contents: 70% of Currently Employed Workers Open to New Opportunities
Did You Know: 70% of the Currently Employed Are Open to New Jobs
According to a survey by TopResume, more than 70% of individuals who are currently employed are considering a new job or are open to new opportunities. When asked about their “relationship status” with their job, almost three quarters of respondents said they would take on a new position if the right opportunity came their way. This makes currently employed workers a hidden source of qualified candidates who could potentially fill in-demand roles, especially in niche or leadership positions.
Even as the market cools in some sectors and stays hot in others, more recent studies still show that a large share of the workforce plans to look for a new role in the next year or is at least open to change. For employers, this means the real competition for talent includes not only active job seekers but also millions of “job‑curious” professionals who are willing to move for the right opportunity.
The Job Market Is Full of Passive Job Candidates
When an open position is posted on a job board, active candidates—people actively looking for jobs—are the most motivated to apply. However, if you only rely on job postings, you miss out on a great deal of qualified workers who are engaged in their current roles and not actively searching. While an active candidate can fit the role just fine, having some passive recruitment strategies up your sleeve can widen your options and help you make the very best hiring choices.
Recent recruitment data confirms that a significant portion of the reachable talent market is either passive or only casually exploring roles, not actively applying every week. Teams that deliberately build strategies for this “hidden majority” of passive and job‑curious talent consistently see stronger pipelines and better long-term hires.
The Incentives of Hiring Passive Candidates (aka Currently Employed Workers)
Hiring currently employed workers offers several strategic advantages:
- Higher quality talent: Currently employed workers are often highly skilled and experienced professionals who are not actively job hunting, making them harder to find but especially valuable when recruited.
- Long-term stability: Since they are not urgently seeking a job, passive candidates are often more thoughtful in considering new opportunities and may stay longer with an employer once they make a move.
- Lower competition: Because passive candidates are not actively applying, there is typically less competition for their attention, allowing you to engage them more directly and personally.
- Proven track record: Passive candidates are usually currently employed, which means they are likely successful in their current roles and bring a proven track record of performance.
- Cost efficiency: Recruiting passive candidates can sometimes save on advertising and high‑volume posting costs, as these individuals may be approached directly rather than requiring extensive marketing to attract active job seekers.
When combined, these factors make a compelling case for investing in passive candidate sourcing alongside traditional, posting‑driven recruitment.
Where do you find passive job candidates?
To find currently employed workers and enhance your talent pool, start by leveraging professional networks like LinkedIn, where many high-quality candidates maintain profiles and engage in industry discussions. You can also amp up your networking efforts by attending industry events, webinars, and conferences to meet individuals who may not be actively job hunting but are open to new possibilities.
Engaging in niche online communities or forums related to specific skill sets, tapping into employee referrals, and reaching out to alumni groups can all help identify potential candidates. Additionally, using targeted recruitment campaigns—such as personalized outreach or content marketing through email, social media, and blogs—can attract passive talent by meeting them where they already spend their time online.
- Sounds like a lot of work? That is because it is. However, there is a better way to find passive candidates. By hiring recruiting researchers at Corporate Navigators, we can identify currently employed workers who would be good fits for your job opening. We can even call them to verify qualifications and interest, and deliver you a list of interested individuals through candidate sourcing, saving your team significant time and effort. That allows you to invest your energy into other areas of the business while still building a strong talent pipeline.
Why are so many currently employed workers open to new roles?
Knowing that so many people are open to new job opportunities provides employers with a valuable advantage—if they understand what is driving that openness. The growing willingness to move can be attributed to several factors that continue to influence people’s attitudes toward work and career growth. Here are some key reasons why so many employees may be open to new opportunities:
1. Desire for Career Growth and Advancement
Many employees seek better opportunities for career progression, which may not be available in their current roles. If they feel their current job lacks advancement opportunities, they are more likely to explore new positions that offer a clearer path for growth, promotions, or skill development.
How to attract these candidates: Display a strong employer brand
A strong employer brand communicates a culture of learning, mentorship, and advancement, which resonates with individuals eager to enhance their skills and move up the career ladder. When candidates see that a company invests in its people through training, promotions, and clear pathways for advancement, they are more likely to be drawn to the organization, knowing it offers a supportive environment for long-term growth.
A shining example: Suzanna de Baca, CEO of Business Publications Corporation, Inc., posts thought leadership about the role of boards in steering company culture, reinforcing a strong internal brand around growth and values.
2. Desire for Workplace Satisfaction
Currently employed workers who are not satisfied with their current job—whether due to lack of meaningful work, low compensation, poor company culture, or insufficient work-life balance—are more likely to consider other options. If they feel undervalued or unappreciated, they may be more inclined to look for a job that offers more satisfaction and fulfillment, including better pay or benefits. Compensation and benefits remain key drivers in job searches, especially when employees feel their current package is not competitive.
How to attract these candidates: Show workplace happiness on social media
Posts that highlight team celebrations, employee recognition, work-life balance, and community involvement create a sense of positivity and inclusivity, making the company appear as a great place to work. When potential candidates see genuine, upbeat content that reflects a healthy and motivating workplace, they are more likely to be drawn to the organization, knowing it fosters a happy and engaging atmosphere.
A shining example: Dr. Bronner’s LinkedIn page periodically shows how the company’s benefits help their employees strike a work‑life balance, like this post about offering childcare assistance.
3. A Trend in Increased Job Mobility
People today, especially younger generations like Gen Z, tend to switch jobs more frequently than previous generations. With our 2025 Recruitment Trends Report showing that this generation will encompass roughly 30% of the workforce by the year 2030, appealing to these workers is more important than ever.
The idea of “job-hopping” is more normalized now as employees seek new challenges, better opportunities, or different work environments. It is not uncommon for people to switch jobs every few years for career advancement or personal development, whereas the old mindset was to stay with a company for decades. Times are changing, which means employers must adapt—from flexible work options to clearer growth paths—if they want to attract and retain this more mobile talent.
How to attract these candidates: Be the place they want to work next
To attract more mobile candidates like Gen Z, emphasize an inclusive workplace that values diversity and provides flexibility. Gen Z prioritizes environments where they feel respected and empowered, so showcasing your commitment to inclusivity—whether through diverse hiring practices, support for various identities, or equal opportunities—resonates deeply with this generation.
Additionally, offering flexible work options, such as remote work, hybrid schedules, or flexible hours, aligns with their desire for a healthy work-life balance. By highlighting these values in your recruitment efforts, you demonstrate that your company understands Gen Z’s preferences for both inclusivity and flexibility, making your workplace more appealing to top talent.
An example of how you can shine: By actively improving your company’s diversity and inclusivity efforts, you can be recognized on lists like the Forbes 2024 America’s Best Employers for Diversity. You can also showcase your commitment to DEI through posts on social media and on your company blog, like AMS has done with its recent webinar on DEI.
70% of Employed Workers are Open to New Roles. Let’s Recruit Them!
The increasing openness of employed individuals to new job opportunities presents a valuable pool of currently employed workers who could be the perfect fit for in-demand roles. While active candidates are easier to identify, passive candidates often bring higher-quality, more experienced talent and are likely to stay longer if they find the right opportunity.
To attract these candidates, it is essential to leverage professional networks, industry events, and targeted outreach strategies. Additionally, creating a strong employer brand that emphasizes career growth, workplace satisfaction, and inclusivity will help draw in top talent—especially from younger generations like Gen Z, who seek flexible, supportive, and diverse work environments. By integrating these strategies, businesses can build a more robust pipeline of candidates, reduce competition, and improve recruitment outcomes.
Summary: Many currently employed workers—about 70%—are open to new job opportunities, making them a valuable but often overlooked source of high-quality candidates for in-demand roles. These “passive candidates” are typically skilled, experienced, and stable, with proven track records in their current positions. Hiring them often involves less competition and can be cost-effective. To find passive candidates, employers should leverage professional networks like LinkedIn, attend industry events, and use targeted outreach strategies.
Attracting this talent requires a strong employer brand that highlights career advancement opportunities, workplace satisfaction, and an inclusive, flexible culture, qualities especially valued by younger generations like Gen Z. While recruiting currently employed workers can be time-consuming, partnering with recruiting research firms like Corporate Navigators can streamline the process by identifying and contacting qualified individuals, saving employers time and effort while building a stronger talent pipeline.
