SharpSearch Articles

Recruiting the Passive Candidate

Even with the newest and latest Internet search strategies available, the passive candidate, someone who's employed and not surfing the web looking for new opportunities, remains an elusive, yet highly desirable commodity. Finding these candidates who already have good jobs and persuading them to "come out and play" is still pretty much the name of the game. Using an executive search firm for this type of placement is advisable, as it takes time and skill to procure these candidates as well as a willingness to alter or adapt a company's hiring processes to suit the situation.

A company must work closely with its executive search firm to change the candidate's passivity into a state of actively pursuing opportunities. If this partnership is productive, a company can ascertain whether or not the challenge of the job itself, the quality of the company, and the leadership aspects of the hiring manager, are sufficiently enticing to lure a passive candidate away from their current position. Superior strength in at least two of these three areas is essential if there is to be any possibility of attracting the high quality passive candidate.

Once a company's hiring manager and the recruiting consultant determines a company's ability to attract the passive candidate, it becomes the recruiter's job to get the candidate's attention and then explore the opportunity. Most people, even at the best jobs in the best positions, will be curious enough to listen to a good story, and if the recruiter has identified the candidate as being a good match for the client company, the candidate will be flattered. An executive recruiter knows that any intelligent candidate will have a natural curiosity about what is going on in their industry, and will be inclined to at least listen.

A skillful Executive Recruiter understands how to take the process to the next level once the passive candidate's attention is captured. A passive candidate's skills and workplace approach must be assessed to determine if they match the company's needs and culture without the candidate feeling as though they're being judged or evaluated. A good recruiting consultant walks a fine line between judging the candidate properly while still presenting the job in a compelling manner. Passive candidates must be confident that their inquiries are being handled with the utmost discretion and professionalism. It is up to the executive search firm to provide this assurance while at the same time making sure that the client is getting it's money's worth.

Finally, a passive candidate will change their commitment to look to a commitment to leave as the executive recruiter effectively supports them through the final stages of this process. The client company must rely on their executive search firm in preparing the passive candidate for counter offers, relocation issues and other situations that might arise so that the transition is a smooth one. This is where an executive search firm's experience is invaluable and can be the key to assuring that all parties are satisfied with the outcome.