Comments on: Stop Killing My Passive Candidate!

By: Keith Halperin

Keith Halperin — Fri, 02 Nov 2012 18:17:37 +0000

@ Howard. Thank you. You’re too kind- if I can get anything over 50% right, I’m pleased.

@ Ron: Excellently stated. I’m going to steal it, and credit you…..

@ Kes: Very sensible. IMHO “Encourage” means: “well-reward, aka, four-figure ERP $ bonuses.”

@ Alistair: I think we should lose the “passive vs active” terms and go to a “slow vs. fast’ spectrum.

Cheers,

Keith

By: Alistair Ling

Alistair Ling — Fri, 02 Nov 2012 14:37:20 +0000

Jeff
I appreciate the term passive candidate but also recognise that this changes throughout the process. “Active” candidates are either not working, about to be not working, unhappy in the current role / organisation, under performing or looking to better themselves – the latter being maybe 20% of such candidates at best. These are the people who chase you, negotiate from a weaker stance, tend not to be counter offered but are also less likely to be successful as an applicant.
Passive ones tend to know their value, are generally valued as employees are often less committed to the initial elements of the process. The role of a recruiter is to turn them into active candidates. Certainly by virtue of them attending a second interview, they will have become so regardless of what they say.
As recruiters we regard all working people as active candidates but in this context the distinction is clear – often acknowledged by the way that we deal with the two separate types.
The recession has changed little other than to accentuate the differences between the two. Passives have become more so for a variety of reasons, not least that they have a secure job and actives (often for the first time in their lives) more keen than ever to take anything for fear of being long term unemployed and all that that brings.

Howard
I have no doubt that the relative nonchalance and calm displayed by “passive” candidates who have been head hunted is often interpreted (and misinterpreted) as confidence and high self worth (recruiting managers gravitate, as we all do, towards people with good levels self esteem)As humans we recognise and value these qualities. Active candidates, with more to loose are often more nervous. This gives the passive an advantage

By: Martin Freeman

Martin Freeman — Fri, 02 Nov 2012 09:16:09 +0000

I’m not a fan of throwing around terms like “top talent” or “passive candidates” etc as most organisations that I have worked with in the past can’t even define what top talent looks like. If they don’t know what they are looking for, why request it. Passive over active, why not just the best candidate? Senior leaders that I have delivered projects for are only interested for 10 seconds max the source of the candidate. They are just glad you have delivered the best candidate fit for their role.

By: Kes Thygesen

Kes Thygesen — Thu, 01 Nov 2012 14:13:06 +0000

Another way to attempt to fix this problem is to encourage employee referrals within your company. If you’re looking to reach passive candidates and the issue of trust and loyalty stands in your way, employee references are great way to avoid sour feelings. If a candidate already knows someone within your company, they are already more likely to have positive feelings toward you.

By: Ronald Katz

Ronald Katz — Thu, 01 Nov 2012 13:19:07 +0000

Howard, I’m with you as usual. I love, “Want the top 5%? Be the top 5%”
That’s how to attract the best, whether they are active, passive, curious, inquisitive, testing-the-waters, exploring opportunities, considering, or just bored at their jobs!
Welcome to November!
Ron

By: Howard Adamsky

Howard Adamsky — Thu, 01 Nov 2012 03:31:07 +0000

Keith: You are as almost always, correct!

I am stunned at some of the companies who want “the top 5%.”

it is an entitlement philosophy and it is disturbing. Wnat the top 5%? Be the top 5%.

By: Keith Halperin

Keith Halperin — Wed, 31 Oct 2012 23:33:26 +0000

High un(der)employment or not, if an employer wants “Fabulous 5%” candidates, it needs to be a “Fabulous 5%” employer in pay, benies, stock, genuine opportunity, QoWL, stability, SOMETHING besides the greed, arrogance, fear, and ignorance/incompetence (GAFI) of its founders, CXOs, and hiring managers.

No Cheers,

Keith

By: Bob Waldo

Bob Waldo — Wed, 31 Oct 2012 20:38:46 +0000

While I would agree with you in principle, the passive candidate you describe as ” a top performer, a top performing candidate is typically well respected, and well treated within a company” is also typically a very difficult candidate to work, and especially… to close. Because they have no need to be on the market, they tend to be somewhat pretentious, and ask for the world to be offered to them on a platter. I’m not necessarily saying they’re wrong, because they have that right. The problem is that with many passive candidates, they will go through the process (provided you can get them interviews at their convenience) and when it comes to offer time, tend to reject a reasonable offer…. because they can. Unless you have an opportunity for this candidate that they just can’t resist, at a salary that blows them away, they stay at their current employer. Or, they take the offer, and succumb to a counter offer. Either way, they’ve wasted your time and your clients’ time. I’m not saying that I haven’t placed top-tier passive candidates. I have. I’ve also been burned by passive candidates more often than placing them, and for that reason, I can say that the above is true. Bottom line, the best candidate? The one your client hires. Period.

By: Ronald Katz

Ronald Katz — Wed, 31 Oct 2012 19:38:32 +0000

@Howard, I’m thrilled to have retired those days! I know you remember them too. And like me, I know you dread recruiters who insist on fitting candidates into cubbyholes before they’ve even spoke with them or taken the time to assess their capabilities.

With all the technological improvements we have at our disposal, let’s try to use our powers for good not evil!

And I too would like to know the basis of Jeff’s philosophy.

By: Jeff Battinus

Jeff Battinus — Wed, 31 Oct 2012 19:38:00 +0000

The best candidate is a top performer, a top performing candidate is typically well respected, and well treated within a company. Therefore, the best candidate is someone who does not need to actively seek a new role as they are typically comfortable and well taken care of in their current position.

By: Howard Adamsky

Howard Adamsky — Wed, 31 Oct 2012 19:32:00 +0000

Ron, what I meant to say was…
Ronald Katz, can you imagine, even imagine the glory of retiring that “passive candidate” phrase of times and years gone by? Can you even imagine it? Really now. Can you?

I need to stop drinking at lunch!

By: Howard Adamsky

Howard Adamsky — Wed, 31 Oct 2012 19:03:03 +0000

“My philosophy is that the best candidate is the one who is not, and does not need to look for a position.”

Can you please tell me what this philosophy is based upon?

Ronald Katz, can you imagine, even imagine the glory of retiring that time of years gone by? Can you even imagine it? Really now. Can you?

By: Ronald Katz

Ronald Katz — Wed, 31 Oct 2012 16:01:04 +0000

Jeff,
When can we retire the term “passive candidate?” Once the person listens to you and engages in a conversation are they suddenly “active,” and therefore less desirable? So why don’t we re-frame the conversation for the next twenty years, or until we need to revisit it again.

Everyone is a candidate. And this is good news for recruiters and candidates. In the old days (circa 1989) we used to cold call people all the time to try to poach them from their current employer. We didn’t care if they were active or passive, we just cared that they would be productive. In today’s loyalty free environment (as you alluded) everyone is willing to stay with their employer as long as they are engaged and to listen to your offer if you have a better deal. So let’s stop getting hung up on passive or active and just focus on the candidate’s qualifications to get the work done, which ought to be our focus anyway.

Sorry to have gone off like this, and I really don’t mean to sound so angry, this is just one of my hot buttons. As long as we keep categorizing candidates by an arbitrary classification rather than their abilities we’ll never be able to best serve our clients or employers.
Thanks for listening,
Ron

By: Keith Halperin

Keith Halperin — Wed, 31 Oct 2012 15:22:15 +0000

Thanks, Jeff. As long as we have a high and continuing un(der) employment, unless those 74% aren’t part of the “Fabulous 5%” or have some much in-demand skill-set, employers can and will pretty much treat employees any way they like.

Keith