Comments on: Recruiting Passive Candidates — How to Get Top-notch Referrals http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 01:03:49 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Chuck Ransom http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29440 Chuck Ransom Sat, 31 Jul 2010 04:18:54 +0000 http://www.ere.net/?p=13940#comment-29440 Lou, very well stated. Technology is having a profound influence on the staffing industry in numerous ways. Corporate recruiters and firms that want to compete must embrace this. However, a well crafted conversation with specific purpose and a focus on building a lasting relationship remains irreplacebale. I believe it possible to embrace change while maintaining a firm footing in the basics. Personal trust and reputation will not be easily replaced in the world on ones and zeros. Lou, very well stated. Technology is having a profound influence on the staffing industry in numerous ways. Corporate recruiters and firms that want to compete must embrace this. However, a well crafted conversation with specific purpose and a focus on building a lasting relationship remains irreplacebale. I believe it possible to embrace change while maintaining a firm footing in the basics. Personal trust and reputation will not be easily replaced in the world on ones and zeros.

]]> By: Lou Adler http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29432 Lou Adler Fri, 30 Jul 2010 21:15:39 +0000 http://www.ere.net/?p=13940#comment-29432 Brian - you need to come to our Recruiter Boot Camp - we cover the problem you're having re: candidates reluctant to move. We call it the "time is your most critical asset" technique to get candidates to consider what you have to offer. Brian – you need to come to our Recruiter Boot Camp – we cover the problem you’re having re: candidates reluctant to move. We call it the “time is your most critical asset” technique to get candidates to consider what you have to offer.

]]> By: Brian Kevin Johnston http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29430 Brian Kevin Johnston Fri, 30 Jul 2010 21:07:06 +0000 http://www.ere.net/?p=13940#comment-29430 Lou- Thanks! You are correct on the 3-5 candidates... That is a "magic" average that works, any less, you appear to be lean in your network, anymore and you appear to be less quality... My firm is doing good, however my biggest issue currently is TOP people are consistantly not leaving there jobs as a result of the "market conditions", even if they hate the work and the boss... :) Best, Brian- Lou- Thanks! You are correct on the 3-5 candidates… That is a “magic” average that works, any less, you appear to be lean in your network, anymore and you appear to be less quality…

My firm is doing good, however my biggest issue currently is TOP people are consistantly not leaving there jobs as a result of the “market conditions”, even if they hate the work and the boss… :)

Best, Brian-

]]> By: Joshua Westover http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29429 Joshua Westover Fri, 30 Jul 2010 19:35:28 +0000 http://www.ere.net/?p=13940#comment-29429 Great outline of practices and principles Lou! Great outline of practices and principles Lou!

]]> By: Kimberly Otsuka http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29428 Kimberly Otsuka Fri, 30 Jul 2010 19:18:17 +0000 http://www.ere.net/?p=13940#comment-29428 Thanks for the great tips. Tracking effectiveness is important. Make sure your efforts are worth it because you don't want to be wasting your time or money trying to entice someone that isn't interested at all. Make sure your tactics work. Also, become someone that people want to know. Become an expert in the field and show off your knowledge. People want to work for the best so prove to them why they should work for you. If someone is valuable enough a company should do everything possible to get their hands on them because it may be an opportunity lost forever. Every company is looking for the best and you don't want to lose that valuable employee to a competitor. -CKR Interactive Intern www.ckrinteractive.com Thanks for the great tips. Tracking effectiveness is important. Make sure your efforts are worth it because you don’t want to be wasting your time or money trying to entice someone that isn’t interested at all. Make sure your tactics work. Also, become someone that people want to know. Become an expert in the field and show off your knowledge. People want to work for the best so prove to them why they should work for you. If someone is valuable enough a company should do everything possible to get their hands on them because it may be an opportunity lost forever. Every company is looking for the best and you don’t want to lose that valuable employee to a competitor.

-CKR Interactive Intern
http://www.ckrinteractive.com

]]> By: Lou Adler http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29427 Lou Adler Fri, 30 Jul 2010 18:36:43 +0000 http://www.ere.net/?p=13940#comment-29427 Brian - I'd stop at 10 - you're done. As long as the first 10 are perfectly qualified for your job and will call you back. Why do you need 75 people? That's why it's important to pre-qualify the referal and only call the best ones. The goal of all of this is to develop a slate of 3-5 candidates you can present to your hiring manager. Then move on to another assignment. The only reason a recruiter would continue to call to get more referrals is to find better candidates. Getting the name of an unqualified person is not a worthy referral, it's is a waste of time. If this is your situation, I'd focus your efforts on getting fewer, but higher quality referrals. Brian – I’d stop at 10 – you’re done. As long as the first 10 are perfectly qualified for your job and will call you back. Why do you need 75 people? That’s why it’s important to pre-qualify the referal and only call the best ones. The goal of all of this is to develop a slate of 3-5 candidates you can present to your hiring manager. Then move on to another assignment.

The only reason a recruiter would continue to call to get more referrals is to find better candidates. Getting the name of an unqualified person is not a worthy referral, it’s is a waste of time. If this is your situation, I’d focus your efforts on getting fewer, but higher quality referrals.

]]> By: Brian Kevin Johnston http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29426 Brian Kevin Johnston Fri, 30 Jul 2010 18:12:57 +0000 http://www.ere.net/?p=13940#comment-29426 Lou- This is a typical, great article.. One question: "Get three referrals on each call" (I get approx. 1/call) I connect with 25 people per day on average (75 referrals based on your article) Is it even possible to follow up with 75 additional people per day? Best, Brian- Lou- This is a typical, great article..

One question: “Get three referrals on each call” (I get approx. 1/call)

I connect with 25 people per day on average (75 referrals based on your article)

Is it even possible to follow up with 75 additional people per day?

Best, Brian-

]]> By: Stephen Lowisz http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29422 Stephen Lowisz Fri, 30 Jul 2010 15:40:43 +0000 http://www.ere.net/?p=13940#comment-29422 Andy - Check out this blog on the use of new tools. http://www.stevelowisz.com/?p=854 Andy – Check out this blog on the use of new tools.
http://www.stevelowisz.com/?p=854

]]> By: Stephen Lowisz http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29421 Stephen Lowisz Fri, 30 Jul 2010 15:39:27 +0000 http://www.ere.net/?p=13940#comment-29421 James - Let me know the result of incorporating the phrase into your approach. As you get comfortable with the approach you should seen referral skyrocket. Dont forget to ask for referrals from each candidate at least 4 times as you take them through the recruiting process. The trick is to ask them using this approach when their emotions are the highest. I recommend the 4 times as follows: 1) The first time you talk with them 2) The day they accept the offer - emotions are very high this day 3) The day they start - talking about an emotional rollercoaster! 4) 30 days after they begin employment - great source of referral if things are going well! This method often results in 8-10 great referrals from the same candidate! Happy hunting! James – Let me know the result of incorporating the phrase into your approach. As you get comfortable with the approach you should seen referral skyrocket. Dont forget to ask for referrals from each candidate at least 4 times as you take them through the recruiting process. The trick is to ask them using this approach when their emotions are the highest. I recommend the 4 times as follows:
1) The first time you talk with them
2) The day they accept the offer – emotions are very high this day
3) The day they start – talking about an emotional rollercoaster!
4) 30 days after they begin employment – great source of referral if things are going well!

This method often results in 8-10 great referrals from the same candidate! Happy hunting!

]]> By: James Jed Davis http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29420 James Jed Davis Fri, 30 Jul 2010 15:23:34 +0000 http://www.ere.net/?p=13940#comment-29420 Oops, sorry about that. Make that STEPHEN ;-) Oops, sorry about that. Make that STEPHEN ;-)

]]> By: James Jed Davis http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29419 James Jed Davis Fri, 30 Jul 2010 15:23:03 +0000 http://www.ere.net/?p=13940#comment-29419 Steven, Thank you for the cherry on top of an excellent article. I have now incorporated that referral phrase into my approach! Jed Steven,

Thank you for the cherry on top of an excellent article. I have now incorporated that referral phrase into my approach!

Jed

]]> By: Mary Maines http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29418 Mary Maines Fri, 30 Jul 2010 15:22:57 +0000 http://www.ere.net/?p=13940#comment-29418 Great article Lou, Yes love the term "Network in 3D", this is the key to any successful recruiting/research first and foremost, using many resources in locating the perfect passive candidate. What we at SGA have seen on the rise over the last six months is the need to include passive candidates in the pipeline, as well as the requests for research in continuing to development and build out structural organizations for even more networking possibilities over time. Thanks for your insight. Great article Lou, Yes love the term “Network in 3D”, this is the key to any successful recruiting/research first and foremost, using many resources in locating the perfect passive candidate. What we at SGA have seen on the rise over the last six months is the need to include passive candidates in the pipeline, as well as the requests for research in continuing to development and build out structural organizations for even more networking possibilities over time.

Thanks for your insight.

]]> By: Stephen Lowisz http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29417 Stephen Lowisz Fri, 30 Jul 2010 14:42:22 +0000 http://www.ere.net/?p=13940#comment-29417 Lou - Great article. Your sub title of Networking Secrets of an Old-Time Headhunter was excellent. Often I find that recruiters get so caught up in new technologies that they really miss using them correctly. These tried and true methods of networking and asking for referrals have been the stable of great recruiters since recruiting was created. Technologies like LinkedIn and Facebook are much more effective when combined with these traditional secrets. One thing I would add to your advise on asking for referrals, is in how to ask. So many recruiters as the basic "Who else do you know" question that is easy for contacts to answer with an "I don't know anyone who would be interested" or "Let me think about it." One small change that can add huge impact on the number and quality of referrals is to and a quantifier to the question. instead of a simple "Who do you know that might be interested" change the question to "Who are the three people you would call if you were sitting in my seat today?" When asking for referrals you do not want just people the contact thinks might be interested, you want those that are the best - you are the recruiter. Adding a quantifier and never asking who they now that "might be interested" will increase both the quaitity and quality of referrals received. These Old Time Headhunter Secrets are really long lasting tools that get better with time and the advent of new technologies! Lou – Great article. Your sub title of Networking Secrets of an Old-Time Headhunter was excellent. Often I find that recruiters get so caught up in new technologies that they really miss using them correctly. These tried and true methods of networking and asking for referrals have been the stable of great recruiters since recruiting was created. Technologies like LinkedIn and Facebook are much more effective when combined with these traditional secrets.

One thing I would add to your advise on asking for referrals, is in how to ask. So many recruiters as the basic “Who else do you know” question that is easy for contacts to answer with an “I don’t know anyone who would be interested” or “Let me think about it.” One small change that can add huge impact on the number and quality of referrals is to and a quantifier to the question. instead of a simple “Who do you know that might be interested” change the question to “Who are the three people you would call if you were sitting in my seat today?” When asking for referrals you do not want just people the contact thinks might be interested, you want those that are the best – you are the recruiter. Adding a quantifier and never asking who they now that “might be interested” will increase both the quaitity and quality of referrals received.

These Old Time Headhunter Secrets are really long lasting tools that get better with time and the advent of new technologies!

]]> By: Andy Livingston http://www.ere.net/2010/07/29/recruiting-passive-candidates-how-to-get-top-notch-referrals/comment-page-1/#comment-29416 Andy Livingston Fri, 30 Jul 2010 14:40:56 +0000 http://www.ere.net/?p=13940#comment-29416 As ever, all highly useful insights into improving success rates of generating referrals and searching for passive candidates via LinkedIn. I'm also interested in hearing about any other emerging trends or practices around recruiting/attracting passive candidates using social media sites or generally online? As ever, all highly useful insights into improving success rates of generating referrals and searching for passive candidates via LinkedIn. I’m also interested in hearing about any other emerging trends or practices around recruiting/attracting passive candidates using social media sites or generally online?

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