Hiring Managers: Let’s Talk Passive Talent and Speedy Processes
As a hiring manager, most of the candidates you want aren't "looking". They probably aren't applying to LinkedIn job openings or posting their resumes on Indeed. YES, some great candidates doing those things, but the vast majority are not.
Why? Often the good ones are taken care of, well compensated, and content enough to stay put and keep doing what they’re doing – and change is scary.
It's my job as a recruiter to get to these people. The passive candidates.
This is a two parter.
First, I have to create a reputation that people want to talk to me. They need to like, know (or know of) and trust me. That reputation is built over time through social media posts and word of mouth, as well as countless conversations with people everyday so that one by one, I am known in the right circles.
Second, I identify those people who would be a great fit for my client company - not only for the company's sake but for the candidate's sake too (because I'm not a slimeball and even though it’s the company who pays me, I care about the candidate’s career and life quality too).
Thus, a good chunk of my work is done up front before I ever make a dime:
✅ Post on social media – often and consistently
✅ Do right by people. Help when I can, even when there’s nothing in it for me.
✅ Have conversations that may never directly yield revenue. Lots and lots of them.
✅ Keep a pulse on the industry and what’s happening.
Then, when I’m working on filling a specific role, I:
✅ Identify "good fit on paper" candidates
✅ Conduct outreach to get people on the phone
✅ Screen them to find ones who are great AND are a great fit for the specific role
✅ Understand what their priorities are and what a change would require
✅ Paint the picture of the better opportunity
✅ Get them outside their comfort zone to entertain the idea of a change
Then, after all that, off to the hiring team the candidate goes!
From there, Mr. Hiring Manager, IT’S ON YOU!
So, how do you keep momentum and excitement strong? Your process needs to include due diligence but it also needs to KEEP MOVING. Change goes against the grain of human nature – we are inherently creatures of habit.
If a week (or weeks) goes by between touchpoints with a candidate, lots of things can happen:
Candidates start to get in their heads about making a change and get cold feet
They start to wonder if this indecisiveness and inability to move on the interview process might be an indication of what’s to come – an ineffective/inefficient work environment?
Their eyes have been opened, and they start to wonder what else is out there – they begin entertaining other conversations, poking around on other companies’ websites, etc. Yes, PASSIVE talent can turn ACTIVE because of one very intriguing conversation with the right recruiter. 😉
If you need to hire, put your best foot forward:
Establish recruiter relationships BEFORE you need them
Don’t wait until it’s a 5-alarm fire to start having discussions
Be sure you have a clear plan of what you need and who will be involved in the process.
More than 3 touchpoints is too many – keep it succinct.
If someone is on vacation, keep the process moving. If they are critical, schedule it for the afternoon of the day they’re back.
“Top talent is evaluating you just as much as you’re evaluating them. Hiring is just one thing on your long to-do list, but feedback and next steps are front and center in the mind of a candidate. Have a plan and a timeline. Communicate it up front. Stick to it. Because guess what? Your strongest competitors are.”
