Lou Adler’sThe Basics of Passive Candidate Recruiting

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Passive Candidate Recruiting

Applicant ControlRecruiting is getting the candidate to

sell you!

Think BackwardsScarcity vs. Surplus

Convert Job into CareerClose on career growth, not

compensation

Persist – No NOs!High Touch plus High Tech

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Scarcity vs. Surplus

Surplus – Weed Out the Weak – Active – Best Who Apply

Scarcity – Attract the Best – Passive – Raise the Talent Bar

Have Get Do Become

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Where is Your Candidate? Change in Growth, Impact, and Satisfaction Over Time

Explorers Tiptoers Searchers Networkers Hunters

40%40% 15%15% 8%8%

2011 LinkedIn Survey – 4,550 fully-employed professionals

Career Move Better Job Good Job Lateral Any Job

Super Passive

Super Passive28%28%

9%9%

83% 17%

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Getting the Right People on the Bus

Driver – Passenger – Backseat – Driver

Craft the destination in the 10-minute call

Overcome concerns and objections

Get the candidate to sell you!

No NOs!

Applicant Control

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PCR Rule #1: Drive Slowly!

Sell the next step, not the job!

No – Maybe – Yes

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The Basic Recruiting Call

“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?”

Recruit 1st, Network 2nd

Vague title

Ask 99% question

Get candidate to talk 1st

Overcome objections

Engage 5-10 minutes

If not appropriate, diplomatically switch &…

Connect on LinkedIn and search their connections!

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Bridging the Gap

Criteria to EngageTitle – CompanyCompensationLocation – Job

Criteria to AcceptCareer Opportunity

Job & ImpactHiring Manager – Team

Comp – Work/LifeCompany/Culture/Mission

Day 1 vs. Year 1 & Beyond!

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Convert Job into Career

CurrentCurrent

NewNew

StretchStretch

GrowthGrowth

Time

Impact

The 30% Solution = Stretch + Growth + Total $$ =

>30%

Seek Out DifferencesSize, Scope, Scale

Role, Impact, Visibility

Growth Rate

Company, Industry

Present PotentialMove slowly

Not transactional

Describe 30% Solution

Gain concession

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Show Me the Money

Let’s be frank. If the job doesn’t represent a career move, then it doesn’t matter what the compensation is, so…

Let’s find out if the job is potentially a career move, and then we can figure out if the compensation works.

Worse case we can network, and stay in touch for future opportunities.

$

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Can’t Get No Satisfaction

Before I get into the comp, I’d like to ask you a question…

Consider the best job you’ve ever had.

Was satisfaction due to job or comp?

So let’s first see if….

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That’s Exactly Why We Should Talk

There’s a cost to not look. Time is your most critical asset. There’s a trade-off between security vs. growth.

There’s a risk to stay put (discuss!)

On the chance that the job I’m representing offers a significant career move, wouldn’t it make sense to talk 5-10 minutes?

Worst case, we can stay in touch, and network for future opportunities.

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Getting to Yes – Find out the NOs

Be direct – ask!

What would prevent you from moving to the next step?

Close upon a concern

Feel, felt, found

Take away to determine interest

Shorten the next step

Don’t take “no” for an answer persist

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Passive Candidate Recruiting Basics

Attract In vs. Weed OutApplicant Control – Get

Candidate to Sell YouPersist – No NOs!Identify & Address ConcernsConvert Jobs into Careers