Recruiting Resources

There is so much hype about passive candidates vs. active candidates. It seems like most recruiters, when pressed, will tell you that passive candidates, i.e. candidates who are not looking for a job but might be interested if the right opportunity came along, are the ‘gold standard’ of recruiting. Active candidates are sometimes overlooked or written off as undesirable, and I’m not sure that’s the smartest approach.

You know what I think? I think too many recruiters think “active candidates” = “unemployed candidates.”

The definition of an “active candidate” is one who is actively, currently, looking for a new role. It’s a big jump to automatically assume that candidate is unemployed. Consider the following examples of active candidates:

• Those who have reached the top of the payscale at their current company
• Those who have no more room for promotion at their current company
• Those who are caught up in a merger / acquisition that is likely to impact their job downstream (change in focus, consolidation, etc.)
• Those who work for bad managers (remember, employees don’t leave companies, they leave managers)
• Those who are interested in relocation for a variety of reasons

In some ways, I believe recruiting active candidates might be the smarter move — for one thing, you don’t have to convince them to leave what is familiar for something unknown. They have already emotionally separated themselves from their current employer and are ready to move on to something new. There is a high(er) likelihood they’ve already talked with their spouses, so the career move is not an out-of-the-blue shock. They’d probably like to remain employed until they find a new role, which means they probably aren’t shouting out their job search from every available rooftop, job board, or social media channel. Nothing undesirable about any of that, is there?

The goal (I think?) is to get the best person in front of your client. If the best person is someone who has already decided a career move is in order, would you NOT present them to your client? Would your client ‘pass’ on an interview? Probably not. Don’t be so quick to label active candidates or passive candidates; instead, focus on the *best* candidates.

What do you think? Has the “active” versus “passive” debate run its course? Why or why not?

Image courtesy of Stuart Miles / FreeDigitalPhotos.net

Today’s guest blogger is Jason Elias with Elias Recruitment, specializing in placing lawyers throughout Australia. Jason is a longtime member of NPAworldwide, a previous director, and recipient of the 2014 NPAworldwide Chairman’s Award.

1. Where possible find a quiet place to make the calls with all the CVs printed out/on screen in front of you.
2. Prepare a series of questions based on the selection criteria, experience and attitude, e.g. why did they apply for this role, what makes them a good candidate?
3. The aim is not a detailed assessment but rather a “Yes” or “No” as to whether they progress to the next stage, usually a formal interview. Try and be as efficient as possible and remember everyone you say yes to will require interview time, so be selective.
4. Always ask the essential criteria questions first. If there is a threshold issue such as a degree/qualification, there is no point continuing the conversation with unqualified applicants. Politely notify the applicant that you cannot progress
   and ask if you can keep them in mind about other roles where that requirement is not an issue.
5. Assess their communication skills. There are many roles that require significant phone time. Does the applicant have the requisite phone presence your organisation needs?
6. Check logistical issues such as when they can start. If you need someone to start shortly and they need to provide a 3 month notice period, move on to the next applicant. Also check visas/working rights, salary expectations and any other housekeeping issues.
7. Check what other opportunities they have: there is something comforting about knowing that other organisations are also pursuing the candidate. This also means competition, so you need to know how quickly to move things along. There is nothing more frustrating than selecting the perfect candidate only to find out she has taken a job elsewhere because the other company moved faster.
8. Remember to keep the good candidates in the loop, perhaps call or email them after the screening and let them know that you are keen to interview and ascertain their availability.

Many independent recruiters focus exclusively on direct-hire recruitment, and that can certainly be a successful business model. However, it’s not a bad idea to diversify your recruitment firm’s business mix, and contracting is one way to do that. Here are four reasons recruitment firms should consider contracting:

1. “Annuity” income. Contractors get paid for every hour they work, which translates to a “paycheck” to your firm for each hour as well. Just 5 full-time contractors out at a small profit of $5 per hour would generate a $50,000 annuity each year for your recruitment firm. Read the rest of this entry »

Entrepreneurs like to keep score. OK, that is a generalization but seriously, how do successful people become successful? They hold themselves accountable and they set targets. So my question is, as an independent recruiter or recruitment firm owner do you have someone that you compare your success with on a regular basis? Benchmarking is the term many use. Read the rest of this entry »

Apple CEO Steve Jobs had a particular way to sell yourself or your brand whether you were an average job seeker, a manager, consultant, or even a CEO. Presentation skills not only help sell ideas or products; you can also us them to elevate your personal brand, which as a recruitment firm owner, is essential in establishing yourself to clients. Consider these Steve Jobs techniques on your next presentation. Read the rest of this entry »

It’s the start of a long holiday weekend here in the USA as well as a popular time for summer vacations. In between barbecue and fireworks, I’m hoping to find some time to read some recruitment books. How about you? If you’re in need of some ideas, Social Talent has compiled a list of 12 Books Every Recruiter Should Read in 2014. A few that I’ll be adding to my list are: Read the rest of this entry »

Mel Kettle is a communications and social media consultant, speaker, blogger, educator, coach, bookworm, obsessive foodie and eatie, and a budding photographer. She blogs on marketing and social media at www.melkettle.com.au. Mel is passionate about working with organisations to show them how to communicate effectively so they can develop communities, share their stories and raise awareness. She particularly enjoys working with people who want to make a difference to other people’s lives. In her spare time Mel writes a food blog, The cook’s notebook.

In today’s highly connected age, where everyone just seems to be BUSY, BUSY, BUSY, time seems to be more and more difficult to manage. At least, that’s often how I feel. And whether you run your own business, or you work for another, the demands on your time sometimes seem endless. Read the rest of this entry »