attracting passive candidates

A"rac&ng Passive Candidates

Hosted by ERE.net

Bill Humbert www.RecruiterGuy.com

Passive Candidates

The Holy Grail of Recruitment


Defini&on of Passive Candidate

Misnomer – not candidate un&l recruited

Performing at high level in current company

Not really looking for another posi&on Inquisi&ve


Recrui&ng is a Sales Process

•  Iden&fy Need – new or replacement •  Create job descrip&on •  Source poten&al candidates •  Interview – needs analysis •  Offer •  Compensa&on nego&a&on •  Close •  Delivery of candidate


Job Descrip&ons

Founda&on OF:

•  Sourcing Process •  Interviewing Process •  Selec&on Process •  On-‐boarding Process •  Manager/Employee updates during year •  Annual Review


Conflic&ng Goals?

Occurs when there are two opposing goals

A"ract vs. Screen Out?


Recruitment Marke&ng Metric

Every 'me a group of candidates clicks on your website to find a list of open posi'ons, your company

loses one half of them.


Let’s Check Verizon

h"p://www22.verizon.com/home/verizonglobalhome/ghp_landing.aspx

Hmmm, How About?

www.verizon.jobs


Let’s Check RecruiterGuy

www.RecruiterGuy.jobs


Make it EASY to Submit Resume!!

•  Applica'ons are important -‐ and drive qualified passive candidates away in droves – if required up front!

•  Change process to require applica&on/EEOC informa&on to be completed prior to onsite interview.

•  A candidate should be able to submit resume when they read job descrip&on or complete applica&on if no resume.


The 2012 Recrui&ng Dynamic What tweaks will improve our process and poten'ally

save us money?

1.  Acquire a .jobs Top Level Domain and point directly to list of open posi&ons.

2.  Move applica&on comple&on to point of mutual interest.

3.  Include 3, 6, 9, 12 month goals in job descrip&on 4.  Every 6 months test your recruitment process to

measure the candidate experience. 5.  Pay fewer recruitment fees


Results of the 2012 Recrui&ng Dynamic

1.  Improved qualified candidate flow 2.   Pay Fewer Recrui'ng Fees 3.  Improved selec&on process by u&lizing goals in

your job descrip&ons 4.  Be"er candidates and be"er selec&on process

equals be"er qualified and more engaged employees

5.  Be"er employees equal more corporate profitability

6.  The improved results reflect posi&vely on you


Next Steps

•  Point .jobs directly at list of jobs •  Move Applica&on to Mutual Interest •  Sell the candidate on the company, manager and job

•  Discuss Counter Offer with candidate early and ogen

•  A"ract Passive Candidates


Manager Counter Offer Statements

http://www.recruiterguy.com/corp/hrlinks.html

By now the candidate and I have had several conversations about the counter offer. They are now expecting one. Once the candidate accepts the offer, I ask them to let me know how many of the following statements they hear from various

members of management: 1) “I am shocked that you want to leave! I thought you were happy. As a matter of fact, tomorrow we were going to

discuss a (promotion, raise, new project, etc.) with you.” (Call me a cynic but the timing is suspect…”) 2) “You are a very valuable employee. We need to see what we can do to encourage you to stay.”

3) “I am happy that you came to me because I planned to chat with you about moving to another organization/project within our company” (that was nixed in a previous conversation).

4) “I am very disappointed that you chose such a busy time to leave our organization. Can’t you see the impact of your departure will have on everyone else?” (RecruiterGuy loves that one. “The manager is trying to put a guilt trip on the

employee!”) 5) “Your manager just came to me to discuss your resignation. I asked if I could talk with you. You are a key person in

our growth plans. I am sorry we haven’t shared this with you sooner. Let’s sit down and discuss the needed changes…” (generally an executive speaking)

6) “What will it take for you to stay?” (At least that one is upfront in its intent!) 7) “As you know, we rarely make counter offers here. You are such a key person. We will make an exception. What do

you want to stay?” 8) “Thank you for coming to me and discussing needed changes. Would you like to lead those changes?” (Generally

once you accept the counter offer, the desire to make the immediate changes in the organization dissolves shortly after) Then they will say, “Let’s just finish what you are working on first. Then we will discuss the changes.” (Note – they

won’t say “make the changes” again)

attracting passive candidates

Business

job descrip

bill humbert www

2012 recrui

key person

submit resume

counter offer

process