Recruiting Passive Candidates by Kimberly Schenk

Fewer than 20% of Recruiters know how to skillfully recruit passive candidates. Passive candidates are not actively looking for a new position. They are employed. These candidates are busy doing the job in front of them and headhunters extricate them from those positions by introducing a better opportunity.

Contingency fee Recruiters work on commission. Their paychecks depend on effective skill sets and results. The ability to successfully approach passive candidates and engage them in a productive discussion consistently sets them apart from in-house or contract recruiters.

One must eliminate multiple candidates during the search process. This requires focus and a dependable strategy. Cold calling reaps the fastest, and greatest rewards. Most big biller Recruiters cold call. Calling passive candidates gets the job done faster and more effectively than sending emails all day long.

Executive recruiters are able to gain a candidate’s attention, create interest and intrigue, within 45 seconds. They are headhunters. Seasoned pros cultivate their skills and flow with the natural decision-making process candidates’ follow when making a job change.

How do they do this? They understand and follow each step in the recruiting process. They introduce themselves as an Executive Recruiter with an opportunity to discuss and ask if a candidate can talk privately. Great Recruiter’s qualify first then zero in on a candidate’s motivators to make a move.

“Ben, in order to make a move, and feel like you’re advancing your career, what would have to be place?” Not many people shut down a discussion that’s all about them.

The best Recruiters master specific skill sets. They learn from others. While conversations may seem natural and casual, they are strategic and crafted to produce results.

Successful Recruiters know the strongest matches are when clients hire a qualified candidate who is eager to make a change for reasons other than money. Recruiters must ask questions about skills, work history, goals, personal attributes and challenges. Good Recruiters are not afraid to halt conversations once they know a candidate is not right for the present search. They tactfully back away and leave the door open to talk again in the future.

Recruiters change lives. The best Recruiters create an atmosphere that makes all parties feel their Fairy God-Mother has stepped into their lives. Recruiters solve problems and close deals. They are consultants who manage the process through intelligent questions. They listen carefully and make tough, analytical decisions. They follow the process and are not swayed by misplaced sentiment. They challenge misguided conclusions.

When recruiters coerce or pressure a candidate to do what’s best for the recruiter vs. what’s best for the candidate and employer, deals fall apart. That type of recruiter does exist. Recruiters who are ignorant about recruiting best practices tarnish perceptions and jade interactions. If they continue to use unprofessional practices they hurt themselves most.

I prefer to think their behavior reflects a lack of skills vs. ill intentions.  Recruiters who choose to operate with integrity last longer and enjoy their career. Investing time and energy to master the best methods and techniques has a ROI that never diminishes.

The only self-serving agenda a Recruiter should have is to do what’s best for their client and candidates. This is the way to grow professionally and feel proud of every success. Headhunters who work ethically out-perform other recruiters and earn the most money.

Kimberly Schenk is a Headhunter, Trainer, and Author