People see what they want to in an article. This and the discouraging article are about developing a recruiting strategy. It’s not about ‘passives’. It doesn’t matter whether you are targeting employed or unemployed people, the key is to find them as individuals and avoid volume.

BTW, do you get tired of baseball columnists constantly writing about ‘hitting’ because they cover it every day? :)

Might I ask what else you would like covered?

Regards

John

John also missed one other source of candidates-the ‘most placeable candidate=TMPC,and it’s offspring’ that comes with hundreds of marketing phone call from ‘recruiters’ from the big body shops.

For my part, I have refused to put up a web site, which a corporate recruiter recently questioned. She offered that all ‘professional people’ should have a website, and asked why I did not. I explained that websites ‘attract resumes’. I could almost see her blank stare on my screen.

There is an aversion to labels and titles regarding passive and non passive candidates, and this article does explain well that if as a TPR one wants to find more of one than the other here is why and how…

Wonder why this topic seems to bring out so much opposition – Maureen hit it on the head, there was much to learn from this article, you may not agree with it all, but there are some very good advice there that we could all learn from. Take what you want and leave the rest.

You find us – We find you
Active – Passive
Reactive – Proactive
Corporate Recruiter – Headhunter.

It’s the same discussion again folks. Even I’m getting fed up with this one, and I’m new to ERE.

Come on guys, (Dr Sullivan, Lou Adler, Howard Adamsky)let’s have something new to argue about. (sorry, discuss)

He makes an interesting point about the ‘passive’ candidate. It’s true that there is usually very little passive about this candidate – the fact is, as Dr. Sullivan states, this person is usually one of the doers and shakers in any organization – when you run the numbers, in actuality, one in 5, maybe, on the outside, one in 10 (depending on the industry ad title)is actually looking for another opportunity and when you call he is most pleased to hear from you! try it – you’re likely to be pleasantly surprised.

And on another note, Dr. Sullivan remarks that there are many approaches to the ‘we find you’model. All are meritorious and deserve your consideration. If you only used one or two you’d see a dramatic increase in the quantity, but more importantly, quality, of your rising pools of candidates!