the psychology of passive candidate recruiting
DESCRIPTION
ERE webinar from 1/15/2008 hosted by Lou AdlerTRANSCRIPT
Based on Lou Adler’s
Hire With Your HeadJohn Wiley & Sons, 2007
© 2007. All Rights Reserved by Lou Adler.
The Psychology of Sourcing & Recruiting Passive Candidates
Performance-based Hiringsm
You Need a System to Hire Passive Candidates
No?
Recruiting Passive Candidates
• The Law of Positive Energy– The more passive the
candidate the more active you need to be
• Recruiting Persistence– “No” means need more info– Don’t give up until candidate
has enough info to decide
• Recruiting Inflection Point– Point when candidate moves
from buyer to seller
Become Top Performer Focused
TOP PERFORMERSTech competentAchieves resultsSelf-motivatedTeamwork (EQ)Consistent
Why They Look1. Marginal job, weak boss2. Long term questionable3. Impact declining
How They Look – Differently1. Top down – not req-driven2. Company culture/strength3. Google, niche sites4. More selective – less time
Why They Accept : 30% PLUS
1. Better job/career match2. Hiring manager/Team3. Company & culture4. Competitive compensation5. Advisor’s reinforcement
Top EmployeesPERFORMANCETech competentAchieve resultsHard workingTeamwork (EQ)Consistent
ActiveActiveLess Less ActivActiv
ee
Semi-Semi-PassiPassi
veve
Sourcing Sweet SpotTraditional jobs
are not attractive to best
employees!
1st - OfferBetter Jobs
2nd - OfferBetter
Careers
What kind of jobs are you offering?
Another Job
Rank Your Sourcing Programs
Basic Sourcing Techniques
1.Creative & compelling advertising
2.Niche sites – reverse engineered3.SEO’d – ads can be found!4.Ad results tracked w/analytics5.Talent hubs or warm-ups – SEO’d6.Wow! & user-friendly career sites7.Creative campaigns for hi-
volume
8.Passive candidate recruiting • Proactive employee referrals• Googling for names• Business & social networks• Cold calling & networking• Recruiter networks
(BountyJobs.com)• Third-party recruiters
ActiActiveveLess Less
ActivActivee
Semi-Semi-PassiPassi
veve
Creative Campaigns
Virtual World
This is a Talent Hub
The Warm Up
Pro-Am Sell-A-Thon
Use Ads to Tell Stories
Traditional Boring Ad Creative Ad
Marketing Manager Playing Games to Win
You’ll own the marketing for our entire games product line top-to-bottom and we’ll give you the resources to grow it by 25% or better per year! You’ll need to build the marketing team and put a comprehensive plan in place to pull it off, but if you think you have the ability, let’s talk.
The 2007 Ad Contest Winner!
• Great title• Niche site• Instant results• Targeted• Candidate
focused• Tell stories!• Describe culture
Passive Candidate Advertising
• Be found• Target right audience• Be compelling• Stand-out titles• Follow 1st 10-sec rule• Max opportunity,
minimize disqualifiers• Be different• Be memorable
Don’t use Wal-Mart advertising techniques to attract Tiffany customers
- Lou Adler
Passive Sourcing MetricsMetrics Typical
CaseBest Case Comments
# 1st Calls 100, 20+ hrs
12, 4 hrs Don’t call a cold list!
% Return 20% = 20 80% = 10 Only call warm referrals!
% Yes 25% = 5 85% = 8 Ask “the YES question!”
% Worthy 25% = 1-2 90% = 7 Pre-qualify everyone!
# Referrals 0-1/yes = 5-6
2-3/yes = 20
You must get referrals
# Candidates
20% = 1-2 50% = 10 Don’t waste your time
Productivity < 1/day 3-4/day Networking is the key
• Calling passive candidates must be a planned process• Maintaining applicant control is the key to networking• Call only warm leads – they’ll call you back!
Voice Mail MagicVoice Mail Techniques• Direct Referral >80%• Magical Voice >50%• Recognized Expert
>35%• Multi-search >35%• Name/Info Dropper• The Direct Recruit• Confidential Referral• Creative Pestering• The Follow-up
Using Social Networks
The Basic Network Call• Networking call
disguised as recruiting call
• Short introduction• Confidential nature• Ask 99% question• Engage 5-10 mins• Get names & org
charts of people who aren’t looking!
Hi, my name is _____.Your name has been mentioned to me on a very confidential basis, as someone I should contact on a search effort I’m leading for a top ________. Let me ask you candidly, would you be open to explore a new career opportunity if it was clearly superior to what you’re doing today?
The Recruiter as PartnerHiring the Best is a Team Sport
Impact• More productive• More satisfying• More influentialBecoming a Partner• Know the job• Find top people• Recognize talent• Recruit and close• Provide
advice/insight
Hiring Manag
er
Corporate
0-?%
Contingent
10-50%
Retained
80%+
Recruiting Passive Candidates
• Make it systems w/rules!• No “no”s• Understand the “buying
criteria” of the passive candidate
• Sell opportunity, not $$• Use advertising to tell
stories• Maintain applicant
control – go slow, it’s a journey, not a race!
• Become a partner