Truly Passive

We like to use the term passive candidate.  We don’t want to hire someone who is looking for a job, we want passive candidates.
But it’s not an either or thing.  A truly passive candidate isn’t taking your call.  They aren’t open to a change.  At some point, things may change for that candidate and they become open to at least talking, possibly considering a change.
What you want is a partially passive candidate or a mostly passive candidate.  Someone who is good and doesn’t need to make a change but who has come to realize that considering your opportunity may be best.




Comments

Post a Comment

Popular posts from this blog

The Interviewer's Shoes

All kinds of goofy things happen in interviews.  Crazy questions.  Bluster.  Fluffed up claims of accomplishments and skills……etc. It’s a good idea to put yourself in the interviewer’s shoes.  Ask yourself what they want.  What the interviewer wants is to hire someone who will do the job they need to fill really well.  To make an impact on the company and to make the company better, more profitable.  If you can’t do that the interview is pointless.  If you can do that, you just need to show them that you can and will. Todd Kmiec Todd Kmiec and Associates
Read more

Re-Setting The Bar

The other day I heard about a friend of a friend who had been out of work.  This was a company move and layoff because of the move.  No fault of the employee, and by all indications a pretty talented guy. Regardless of the talent, he’s been looking and hasn’t found anything for about six months.  He is an experienced candidate and he interviewed recently for an entry level role.  Not the right fit.  The company is interested in him and willing to hire him at the entry level or near entry level rate.  This would be a good $40,000 less than he was making before. It’s a decent sized company and there is room to move up, so my friend asked why he wouldn’t take it.  The thought process is, he needs to work and he can move up.  The problem is, he re-sets the bar at the lower level.  On his next move, internally or externally, he’s at that level and the comp offered will be based on that.  It’s a long haul to get back and nobody every ...
Read more

Target

Sometimes you know exactly who you need.  One target.  The approach, a shotgun approach, is simple.  If you have lots of time you can work towards the goal of landing the ideal candidate without a lot of risk.  If you don’t have a lot of time, the risk goes up significantly. The other approach is to have many possible targets and expand your reach to engage as many as you can.  Much lower risk.  Much more likely that you will be able to engage the right candidate.  You may even end up with a choice between a number of great potential hires. todd@toddkmiec.com http://www.recruitingblogs.com/profile/ToddKmiec https://www.facebook.com/Todd-Kmiec-and-Associates-194864617211094/
Read more