Tips and Tricks for Interviewing Passive
Candidates
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William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP FellowRothwell & Associates, Inc
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Tips and Tricks for Interviewing Passive
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mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-802-1131email: [email protected] • website: www.lorman.com • seminar id: 405029
Prepared By:William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow
Rothwell & Associates, Inc
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By
William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow
Email: [email protected]
Tips and Tricks for Interviewing Passive Candidates
©Copyright 2018 by William J. Rothwell
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©Copyright 2018 by William J. Rothwell
Opening PollHow many of your organizations:• Are only exploring how to recruit and interview
passive job candidates?• Occasionally interview passive job candidates
but take no real steps to identify them? • Regularly interview passive job candidates?• Have developed a long-term strategy to recruit
and pursue passive candidates?• Have no idea what I mean by a passive
candidate?
Introduction
©Copyright 2018 by William J. Rothwell
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©Copyright 2018 by William J. Rothwell
Overview
(Problem) In a full employment economy, employers face tough challenges in recruiting people. Sometimes the best candidates are not eager to leave their current jobs and must be wooed in special ways. (Solution) This live webinar helps employers find such passive candidates and interview them.The live webinar also explains how to open such an interview, continue the interview, close the interview, and follow up repeatedly after the interview to woo the best applicants. The webinar will cover how to overcome key mistakes in recruiting passive candidates and secrets in finding and wooing them.
©Copyright 2018 by William J. Rothwell
ObjectivesUpon completing this program, participants will be able to: Define the passive candidate
Describe what is different about a passive candidate compared to an active candidate
Discuss how to open, conduct and close interviews with passive candidates
Explain important secrets in dealing with passive candidates
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©Copyright 2018 by William J. Rothwell
Session OrganizationI. Defining and understanding the passive candidate
What is a passive candidate?
How should a passive candidate be treated differently from an active candidate?
What is different about a passive candidate, and how can that difference work to a recruiter’s advantage?
How do you find passive candidates?
II. Initiating the interview with the passive candidate
Why is the opening so important?
How can an interview opening with a passive candidate be conducted?
What common mistakes are made in interviewing passive candidates, and how can those mistakes be avoided?
III. Conducting the interview with the passive candidate
How can recruiters keep interviews going?
What are the best follow-up and follow-on questions to ask passive candidates?
What mistakes are usually made in conducting interviews with passive candidates, and how can those mistakes be avoided?
IV. Closing the interview with the passive candidate
How can recruiters close out interviews with passive candidates?
What are common mistakes in closing out interviews, and how can those mistakes be avoided?
V. Secrets in dealing with passive candidates
List of secrets and what they mean
How to use the secrets
©Copyright 2018 by William J. Rothwell
About the Presenter
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©Copyright 2018 by William J. Rothwell
About the Presenter
©Copyright 2018 by William J. Rothwell
About the Presenter
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©Copyright 2018 by William J. Rothwell
About the Presenter
Part I:Defining and Understanding
the Passive Candidate
©Copyright 2018 by William J. Rothwell
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©Copyright 2018 by William J. Rothwell
Overview of This PartThis part focuses on these issues:
What is a passive candidate?
How should a passive candidate be treated differently from an active candidate?
What is different about a passive candidate, and how can that difference work to a recruiter’s advantage?
How do you find passive candidates?
©Copyright 2018 by William J. Rothwell
What is a Passive Candidate?A passive candidate:
Is an individual who does not actively seek employment with an organization
Can mean a highly-talent person
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©Copyright 2018 by William J. Rothwell
How Should a Passive Candidate Be Treated Differently from an Active Candidate?
Passive candidates:
Are not “hungry”
Most likely have good jobs already
May have personal reasons to stay where they are
©Copyright 2018 by William J. Rothwell
What Is Different About a Passive Candidate, and How Can That Difference Work to a Recruiter’s Advantage?
Passive candidates are different from traditional job applicants in that they:
Lack a sense of urgency about making a move
May already be perfectly satisfied where they are
May have different motivations
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©Copyright 2018 by William J. Rothwell
How Do You Find Passive Candidates?
Source passive candidates by: Looking at LinkedIn Checking out other social media sites Doing a web search based on topic Checking Amazon for authors Asking best-in-class employees in your own
organization Can you think of other ways to source passive
candidates?
Part II:Initiating the Interview
with the Passive Candidate
©Copyright 2018 by William J. Rothwell
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©Copyright 2018 by William J. Rothwell
Overview of This PartThis part focuses on these issues: Why is the opening so important?
How can an interview opening with a passive candidate be conducted?
What common mistakes are made in interviewing passive candidates, and how can those mistakes be avoided?
©Copyright 2018 by William J. Rothwell
Why Is the Opening So Important?
Describe the opening’s importance to passive candidates because the nature of the challenge may be of interest to them and could lead them to consider it
Think about your organization’s employment brand and the internal brand of the department in which the position is located and use that information to relate the nature of the vacancy to passive candidates
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©Copyright 2018 by William J. Rothwell
How Can an Interview Opening with a Passive Candidate be Conducted?
Open by asking the passive candidate to describe a time when he/she was particularly motivated in the work he/she did
What happened (in detail)? When did it happen? Where did it happen? What made it so motivating? The information you gather from this question may
provide valuable information about how to “pitch” the vacancy
©Copyright 2018 by William J. Rothwell
What Common Mistakes Are Made in Interviewing Passive Candidates, and How Can
Those Mistakes Be Avoided?
Common mistake 1: Assuming that money is the chief motivator for everyone (it is not)
How to avoid the problem: Get clear what motivates the person you are interviewing and relate the vacancy to the person on that basis
Common mistake 2: Assuming that everyone has the same definition of a talented candidate
How to avoid the problem: Consider the source of how you surfaced the candidate
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Part III:Conducting the Interview with the Passive Candidate
©Copyright 2018 by William J. Rothwell
©Copyright 2018 by William J. Rothwell
Overview of This PartThis part focuses on these issues: How can recruiters keep interviews going?
What are the best follow-up and follow-on questions to ask passive candidates?
What mistakes are usually made in conducting interviews with passive candidates, and how can those mistakes be avoided?
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©Copyright 2018 by William J. Rothwell
How Can Recruiters Keep Interviews Going?
Keep the interview going by describing the vacancy to be filled and the key skills that working in the vacancy will build (in other words, how will a worker gain professionally by doing the job?)
Ask about the person’s long-term career interests and goals and then make an effort to relate the vacancy to the individual’s aspirations
Encourage the interviewee to pose questions
©Copyright 2018 by William J. Rothwell
What Are the Best Follow-up and Follow-on Questions to Ask Passive Candidates?
What do you most want out of your job? Your career? What challenges do you feel you need to help you
grow professionally? Who is your mentor (or mentors), and what advice
have they given you for next steps in your career? What motivates you in daily challenges, and what
demotivates you daily? What would it take to convince you to join us?
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©Copyright 2018 by William J. Rothwell
What Mistakes Are Usually Made in Conducting Interviews With Passive Candidates, and How
Can Those Mistakes Be Avoided?
Common mistakes in conducting interviews with passive candidates: #1: Assuming the person wants to fill the vacancy #2: Assuming the person is motivated by money or by
career advancement #3: Assuming that everyone wants a management position #4 : Assuming that person is eager to leave his/her position Avoiding the mistakes means taking steps to avert making
these assumptions
Part IV:Closing the Interview with
the Passive Candidate
©Copyright 2018 by William J. Rothwell
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©Copyright 2018 by William J. Rothwell
Overview of This PartThis part focuses on these issues: How can recruiters close out interviews with passive
candidates?
What are common mistakes in closing out interviews, and how can those mistakes be avoided?
©Copyright 2018 by William J. Rothwell
How Can Recruiters Close Out Interviews with Passive Candidates?
Explain when the person might hear about a decision or about next steps (and make clear what the next steps are)
State the key benefits of joining the organization and taking the job
Avoid overstating the benefits and turning the interview into a public relations stunt (be realistic)
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©Copyright 2018 by William J. Rothwell
What Are Common Mistakes in Closing Out Interviews, and How Can Those Mistakes Be Avoided?
Common mistakes in closing out interviews:
Forgetting to discuss next steps
Forgetting to “ask for the sale”
Forgetting to leave the door open for the future—and beyond the current job opening
Part V:Secrets in Dealing with
Passive Candidates
©Copyright 2018 by William J. Rothwell
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©Copyright 2018 by William J. Rothwell
Overview of This PartThis part focuses on these issues: List of secrets and what they mean
How to use the secrets
©Copyright 2018 by William J. Rothwell
List of Secrets and What They Mean
To be effective in recruiting, recruiters must:
Think beyond common approaches such as e-postings and website listings of jobs
Not assume that everyone is eager to work for the organization
Not assume that everyone is eager to work
What other mistakes can you think of?
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©Copyright 2018 by William J. Rothwell
How to Use the Secrets
Be creative
Involve your organization’s superstars in finding ways to reach passive candidates
Examine where you got superstars in the past and try to mine that source
Tie recruiting messages to sales messages
Conclusion
©Copyright 2018 by William J. Rothwell
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©Copyright 2018 by William J. Rothwell
SummaryYou should now be able to: Define the passive candidate
Describe what is different about a passive candidate compared to an active candidate
Discuss how to open, conduct and close interviews with passive candidates
Explain important secrets in dealing with passive candidates
©Copyright 2018 by William J. Rothwell
Final Questions
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Notes