Lou Adler’s The Basics of Passive Candidate Recruiting
Aug 20, 2015
Lou Adler’sThe Basics of Passive Candidate Recruiting
#intalent
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
#intalent
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
#intalent
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%
#intalent
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
#intalent
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!
#intalent
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!
#intalent
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
#intalent
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.
$
#intalent
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….
#intalent
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.
#intalent
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
#intalent
Passive Candidate Recruiting Basics
Attract In vs. Weed OutApplicant Control – Get
Candidate to Sell YouPersist – No NOs!Identify & Address ConcernsConvert Jobs into Careers