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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Today's Recruiting News Headlines
Featured Recruiting Jobs
Special Trials and Discounts For Members
Polls and Trends
Weekly
Tip:
The Value
of the Passive Candidate
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week -
DICE - FREE JOB POSTING
Final Note - On The Lighter Side
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A Note From The Editor
This week's note is short
and sweet.....Happy Recruiting!!!!!!!!!!!!!!!
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Today's Recruiting News Headlines
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Featured Recruiting
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Polls and Trends
Take this month's poll located
on our home page.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
________________________
The
Value of the Passive Candidate
By
Jack Young
You’ve set up your website, posted job openings on
expensive subscription Internet job boards, and then you
wait for the right candidate to respond. Meanwhile, you
are being inundated with, and let’s not forget paying
for, resumes of candidates whose work histories don’t
resemble the ideal person you had in mind. The trouble
is, the most persistent responders to job ads and
Internet postings are “active candidates” – often these
candidates are either unemployed or disgruntled job
seekers who are desperate for ANY job with ANY company.
Most recruiters are not even aware that there is
another pool of candidates to pull from. They are so
intent on pushing paper that they never even realize
there might be better way to consistently find and place
highly qualified candidates. The fact is that the
largest talent pool available is a group commonly known
as “passive candidates”. Passive candidates are defined
as candidates that are currently employed and not
actively seeking new job opportunities. These are the
“hidden” gems whose names will not be found on online
databases or resume banks at Internet job sites. They
are the qualified candidates that you want to speak
with. Why? Because passive candidates, are often, the
most successful in their chosen fields. Just because
these talented people may not be ACTIVELY looking for a
job does not mean they are not PASSIVELY interested in
hearing about your opportunity. The truly exceptional
employee is most often too busy performing an
outstanding job for his/her employer, not actively
looking for another job.
Unfortunately, the best candidates are called passive
for a reason. They are content in their jobs and not
looking, otherwise they’d be knocking at your door. The
problem is that most staffing professionals lack the
time and knowledge necessary to mine the gems found in
the passive candidate market. However, once found the
passive candidate can be motivated by a larger goal,
whether that goal be an increased professional
challenge, a higher compensation package, a shorter
commute or a more conducive lifestyle. This is the hook
that will land them at your client.
When effectively approached, the passive candidate
will admit that while he is not “actively looking”, he
is keeping his ears open to enticing opportunities. Many
passive candidates understand that they have nothing to
lose by investing a few minutes to listen. The most
savvy of these passive job seekers know that, at the
very least, they may have the opportunity to make a
solid contact for future professional networking
purposes. These savvy ones know the value of always
listening, even if they don’t act on all opportunities
presented to them. Because the passive candidate is
under no pressure to find a new job, he is frequently
more candid and forthright and less inclined to waste
his time or yours. In addition, a subtle benefit from
speaking with a passive candidate is that they can be an
excellent source of referrals, especially if a good
rapport is built. Obviously, an active job seeker would
be less inclined to offer a referral of someone who
might then become a competitor for the same job.
The simple fact that a candidate is labeled a passive
candidate does not automatically make them a better
candidate than the average active candidate. That’s
where true headhunting and candidate research methods
need to be effectively employed to make sure that the
correct candidates are identified at the onset of the
search. A good passive candidate research associate or
firm should be able to identify 20 potentially qualified
candidates within a few days, depending on the
complexity of the search criteria and the availability
of target companies within the given geographic region.
All that remains to do after these candidates are
identified is to make sure that they meet the minimum
skill set requirements of the client.
The benefit of using passive candidate research is
that it can yield very specific candidates with specific
skill sets from very specific target companies. Doing a
little research up front affords you the opportunity to
talk to candidates that are better qualified for the
position you are recruiting for, not to mention their
referrals. No form of advertising, whether it is done on
job boards, the Internet, or in the newspaper
classifieds can produced these candidates. Common sense
dictates that if a recruiter spends more time talking to
qualified candidates and less time searching through
resumes of candidates that may or may not qualified,
odds are they’d make more hires every month. Recruiting
is a numbers game; why not stack the odds in your favor?
Now that you have been introduced to the passive
candidate, stop plowing through countless resumes from
active candidates that hopefully meet your search
criteria and start calling on the passive candidate
market. Through out your career as a top recruiter,
placing the best candidates in the market will always
pay the best dividends.
About the Author
Jack Young is a senior
research consultant with HTC Research Corporation, based
in the San Francisco Bay Area. He has 17 years
experience developing and executing staffing strategies
for companies ranging from venture startups to Fortune
100 multinational corporations across diverse
industries. He has consulted with corporate and HR
executives in devising targeted recruitment solutions to
satisfy the most essential business functions. He is a
graduate of the University of California.
________________________
Recruiting Bookmarks
Keep your eye on the
employment industry by tracking employment/recruiting
related stocks.
________________________
Upcoming Seminars &
Conferences
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_______________________________
Final Note - On The
Lighter Side
"Eighty percent of
success is showing up" ~ Woody Allen
________________________
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