Recruiting the Passive Candidate

1. Recruiting the Passive Candidate Tony Cinello Founder and President Anthony Andrew, LLC

2. Today’s Focus • What is a Passive Candidate? • Value of the Passive Candidate • Recruitment Strategies • Engagement & Recruitment • So What? Now What? • Q & A

3. What is a Passive Candidate? • “I was looking for a job (when I found this one)” - Tom Snider * * View his music video on YouTube for a humorous look at what a passive candidate is NOT.

4. What is a Passive Candidate? • A candidate - a person being considered for a job • A passive candidate - a person (being considered for a job) who is not actively looking to leave their current employer.

5. Value of the Passive Candidate Truth or Myth? • All Passive Candidates are Topgrade Myth • All (Topgrade) Passive Candidates Should be Recruited? Myth • Most of Your Hires Should be Passive Candidates • Myth • Passive or Active Candidate – It doesn’t Matter Myth

6. Value of Passive Candidates • Some Truth about (Most) Passive Candidates • They comprise the highest value talent pool • They’re harder to target • Other recruiters are calling them • You (often) won’t recruit them the first time • They’re in high-demand • They’re happy and usually stay satisfied

7. Value of Passive Candidates • They stay nearly three times longer • 43 months compared to 15 • They promote nearly twice as often • Every 22 months versus 41 months • They contribute at a higher rate • Appraisals and Awards

8. Values of a Passive Candidate • They Value: • High Impact / High Growth Roles • 1 to 2 time “Career-Maker” Opportunities • The Longer-Term Outlook • A Good Culture and Strong Values • Mission, Vision and Good Leadership

9. Recruiting Strategy “The best time to plant a tree was twenty years ago. The second best time, is today.” - Chinese Proverb

10. Recruiting Strategy • Identify Candidates 3-12 Months in Advance • Target the Highest Impact Positions (20%) • Largest ROI • As Early as Possible • HR succession plans (annual/quarterly) • Business unit 90/30-Day talent reviews • New business development (client/company)

11. Recruiting Strategy • Develop Core Capabilities • Brand, CRM Infrastructure, Unique Value Prop • Commit Talent, Time and Resources • Establish Focus (sourcer, researcher, full-cycle recruiter) • Proactive & Long-term • Relationships not Transactions

12. Engagement to Recruitment • Build Your Passive Candidate Pipeline • Never Make a Cold Call • Identify through various channels & network through known sources for initial contact • Unsoliticed References (Two Placements this Year) • Linked In Outreach (to the passive profile) • Build Your System/Process and Execute Regularly (“250 Club”)

13. Engagement to Recruitment • Conversion for Current Position (1-4 weeks) • Warm Call Source/Introduction (mention source and why referred) • Introduction Sizzle – Arrest their attention • Have I reach you at a good time? • If my client had a career opportunity, that was superior to your current situation, would you seriously consider it? • Always schedule a time for your “phone screen”

14. Engagement to Recruitment • Pre-Qualify and Qualify over Time • Single Most Significant Accomplishment • What do you like most about your current job? For what reason? [discuss each as they’re mentioned] • What would you change…[generate a list first…prioritize and then discuss] • When have you be the most satisfied in a job? • What’s next for you and how soon would you like to see it come to fruition?

15. Engagement to Recruitment • WIIFT • What’s In It for Them? • Seek first to understand… • Stave off your desire to make a pitch - get to know them really well (drivers, motivations, etc.) prior to sharing a career opportunity • Passive candidates move for their reasons not yours

16. Engagement to Recruitment • Invest in the Relationship • Stay in Touch at regular intervals • Linked In, key hires, major company announcements, company events (by invitation only), white papers, introductions to industry or company leaders/influencers, lunch or dinner with hiring authorities/clients • Be sincere, authentic and candidate-focused • Bring something new to every call • Become a trusted advisor • Be the first one they call when they’re ready

17. KYC (Know Your Client/Company) Why is the company/opportunity exceptional? (F)eatures (A)dvantages (B)enefits (F) High Growth Company (share examples) (A) Faster Career Progression (share examples) (B) More Financially and Personally Rewarding Map FAB’s to their motivation for change Engagement to Recruitment

18. Engagement to Recruitment • Assess/Manage the Risks of a Counter Offer • First Job Change (low to moderate) • Multiple Factors (moderate to high) • “Seven Year Rule” (high to very high) • Exhaust All Internal Options before an Offer • What are the Best RFL’s? • The ones the candidate’s company can’t solve

19. Engagement to Recruitment • “Golden Rule” • Never do or say anything that you wouldn’t want a recruiter to say or do to you • Chutzpah – Be Gutsy • Ask the required questions that most recruiters don’t…dig deeper…forge a genuine bond • Share the Upside and Downside • Few things add more credibility and build commitment better than getting their buy-in on the unattractive features of a potential move

20. Engagement to Recruitment • Be Detail Oriented • It’s their career and most top candidates view the details as a job well done! • Never, ever stretch the truth – even if it means not engaging or advancing a passive candidate • Having a Bad Day? Don’t Call • Focus, Engage, Drive for Results

21. Value of a Passive Candidate • They are a Good Source of Other Passive Candidates • Clients Value Passive Candidates • They’re not “recycled” from other firms/sources • Excellent Opportunistic Introductions • Recruit them when their ready • Get them in front of Key Clients/Leaders • They Can Make Great Clients

22. So What? Now What? • How much passive candidate recruiting are you doing today? • To what degree are you committed? • The best time to start/expand your capabilities was five years ago…the second best time is today!

23. Q & A Questions & Answers