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A Recruiter Competency Model for Passive Candidates
Posted By Lou Adler On November 11, 2011 @ 5:27 am In Advice and How-Tos | 10 Comments
You can’t recruit and hire passive candidates  using the same workflow nor the same recruiters used for active candidates.
We conducted an in-depth survey with LinkedIn  last year that indicated that 82% of their fully-employed members were unlikely to even consider switching jobs unless directly contacted by a recruiter or through an employee they’ve worked with closely in the past. This increased slightly to 83% in this year’s survey. This is shown on the graph, with the dark blue line representing the satisfaction level of those surveyed (4,550 fully-employed LinkedIn members) comparing their job seeking status and job requirements over time.
From a strategy standpoint, the idea is to find candidates either the moment they actively enter the job market, or before. But to do this, you need a different process for sourcing and recruiting the 83% who are not actively looking than used for those who are. This is what is meant by an “Early-bird Sourcing Strategy.”
The surveys also highlighted the fact that most companies spend most of their recruiting resources targeting the 17% who are actively looking. Making matters more challenging, while most passive candidates are open to a discussion with a recruiter, they would only consider a significant career move to switch jobs.
Over the next several weeks I’ll be hosting a few webcasts describing how to develop this type of early-bird sourcing program . Part of this will describe some of the workflow process changes required to support the strategy, and the specific competencies a recruiter needs to possess in order to implement it. These changes are not insignificant.
Here a just a few of the big ones:
Recruiting passive candidates requires more talented and tenacious recruiters. We’ve developed a complete, multi-factor passive candidate recruiter competency model with a detailed ranking score to help recruiting leaders assess their teams. Email me if you’d like a sample version of the full recruiter competency model , but following are the essential factors (a warning to recruiting leaders: do not allow your recruiters to contact passive candidates unless they possess these skills):
Unless you have a big employer brand, it’s impossible to attract the 83% of fully-employed professionals who aren’t looking using the same sourcing and recruiting techniques used for the 17% who are. These are two different worlds, and while most recruiting leaders recognize the difference, I find it puzzling that only a few are willing to do anything about it .
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URL to article: http://www.ere.net/2011/11/11/a-recruiter-competency-model-for-passive-candidates/
URLs in this post:
 Image: http://www.ere.net/wp-content/uploads/2011/11/Early-Bird-Sourcing-Strategy.jpg.png
 passive candidates: http://www.ere.net/tags/passivecandidates
 an in-depth survey with LinkedIn: http://budurl.com/LIwpsurvey
 I’ll be hosting a few webcasts describing how to develop this type of early-bird sourcing program: http://budurl.com/agevents9
 Elimination of traditional skills: http://budurl.com/banish1
 virtual talent communities: http://budurl.com/vtcart
 sample version of the full recruiter competency model: mailto:email@example.com?subject=Please send me a copy of the recruiter competency model referenced in the ERE article
 sequence of discovery steps: http://budurl.com/6Csart2
 only a few are willing to do anything about it: mailto:firstname.lastname@example.org?subject=I
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