Recruiting the Passive Candidate

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Recruiting the Passive Candidate

• Tony Cinello
• Founder and President
• Anthony Andrew, LLC

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Todays Focus

• What is a Passive Candidate?
• Value of the Passive Candidate
• Recruitment Strategies
• Engagement Recruitment
• So What? Now What?
• Q A

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What is a Passive Candidate?

• I was looking for a job (when I found this one)
• - Tom Snider
• View his music video on YouTube for a humorous
  look at what a passive candidate is NOT.

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What is a Passive Candidate?

• A candidate - a person being considered for a job
• A passive candidate - a person (being considered
  for a job) who is not actively looking to leave
  their current employer.

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Value of the Passive Candidate

• Truth or Myth?
• All Passive Candidates are Topgrade
• Myth
• All (Topgrade) Passive Candidates Should be
  Recruited?
• Myth
• Most of Your Hires Should be Passive Candidates
• Myth
• Passive or Active Candidate It doesnt Matter
• Myth

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Value of Passive Candidates

• Some Truth about (Most) Passive Candidates
• They comprise the highest value talent pool
• Theyre harder to target
• Other recruiters are calling them
• You (often) wont recruit them the first time
• Theyre in high-demand
• Theyre happy and usually stay satisfied

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Value of Passive Candidates

• They stay nearly three times longer
• 43 months compared to 15
• They promote nearly twice as often
• Every 22 months versus 41 months
• They contribute at a higher rate
• Appraisals and Awards

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Values of a Passive Candidate

• They Value
• High Impact / High Growth Roles
• 1 to 2 time Career-Maker Opportunities
• The Longer-Term Outlook
• A Good Culture and Strong Values
• Mission, Vision and Good Leadership

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Recruiting Strategy

• The best time to plant a tree was twenty years
  ago. The second best time, is today.
• - Chinese Proverb

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Recruiting Strategy

• Identify Candidates 3-12 Months in Advance
• Target the Highest Impact Positions (20)
• Largest ROI
• As Early as Possible
• HR succession plans (annual/quarterly)
• Business unit 90/30-Day talent reviews
• New business development (client/company)

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Recruiting Strategy

• Develop Core Capabilities
• Brand, CRM Infrastructure, Unique Value Prop
• Commit Talent, Time and Resources
• Establish Focus (sourcer, researcher, full-cycle
  recruiter)
• Proactive Long-term
• Relationships not Transactions

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Engagement to Recruitment

• Build Your Passive Candidate Pipeline
• Never Make a Cold Call
• Identify through various channels network
  through known sources for initial contact
• Unsoliticed References (Two Placements this Year)
• Linked In Outreach (to the passive profile)
• Build Your System/Process and Execute Regularly
  (250 Club)

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Engagement to Recruitment

• Conversion for Current Position (1-4 weeks)
• Warm Call Source/Introduction (mention source and
  why referred)
• Introduction Sizzle Arrest their attention
• Have I reach you at a good time?
• If my client had a career opportunity, that was
  superior to your current situation, would you
  seriously consider it?
• Always schedule a time for your phone screen

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Engagement to Recruitment

• Pre-Qualify and Qualify over Time
• Single Most Significant Accomplishment
• What do you like most about your current job? For
  what reason? discuss each as theyre mentioned
• What would you changegenerate a list
  firstprioritize and then discuss
• When have you be the most satisfied in a job?
• Whats next for you and how soon would you like
  to see it come to fruition?

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Engagement to Recruitment

• WIIFT
• Whats In It for Them?
• Seek first to understand
• Stave off your desire to make a pitch - get to
  know them really well (drivers, motivations,
  etc.) prior to sharing a career opportunity
• Passive candidates move for their reasons not
  yours

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Engagement to Recruitment

• Invest in the Relationship
• Stay in Touch at regular intervals
• Linked In, key hires, major company
  announcements, company events (by invitation
  only), white papers, introductions to industry or
  company leaders/influencers, lunch or dinner with
  hiring authorities/clients
• Be sincere, authentic and candidate-focused
• Bring something new to every call
• Become a trusted advisor
• Be the first one they call when theyre ready

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Engagement to Recruitment

• KYC (Know Your Client/Company)
• Why is the company/opportunity exceptional?
• (F)eatures (A)dvantages (B)enefits
• (F) High Growth Company (share examples)
• (A) Faster Career Progression (share examples)
• (B) More Financially and Personally Rewarding
• Map FABs to their motivation for change

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Engagement to Recruitment

• Assess/Manage the Risks of a Counter Offer
• First Job Change (low to moderate)
• Multiple Factors (moderate to high)
• Seven Year Rule (high to very high)
• Exhaust All Internal Options before an Offer
• What are the Best RFLs?
• The ones the candidates company cant solve

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Engagement to Recruitment

• Golden Rule
• Never do or say anything that you wouldnt want a
  recruiter to say or do to you
• Chutzpah Be Gutsy
• Ask the required questions that most recruiters
  dontdig deeperforge a genuine bond
• Share the Upside and Downside
• Few things add more credibility and build
  commitment better than getting their buy-in on
  the unattractive features of a potential move

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Engagement to Recruitment

• Be Detail Oriented
• Its their career and most top candidates view
  the details as a job well done!
• Never, ever stretch the truth even if it means
  not engaging or advancing a passive candidate
• Having a Bad Day? Dont Call
• Focus, Engage, Drive for Results

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Value of a Passive Candidate

• They are a Good Source of Other Passive
  Candidates
• Clients Value Passive Candidates
• Theyre not recycled from other firms/sources
• Excellent Opportunistic Introductions
• Recruit them when their ready
• Get them in front of Key Clients/Leaders
• They Can Make Great Clients

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So What? Now What?

• How much passive candidate recruiting are you
  doing today?
• To what degree are you committed?
• The best time to start/expand your capabilities
  was five years agothe second best time is today!

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Q A

• Questions
• Answers