This article is part of my continuing series on passive candidate recruiting. The key principle underlying all of these articles is that you can’t recruit and hire passive candidates using the same workflow, nor the same recruiters, used for active candidates. According to a recent survey we conducted with LinkedIn, 83% of fully-employed members on... [full article »]

A recent survey we conducted with LinkedIn clearly indicated the 83% of their fully employed members classified themselves as passive candidates. It seems to me that if you’re not an expert at recruiting this 83%, you’re missing the 800-pound gorilla. To help here, I’m in the process of consolidating and summarizing all of the articles,... [full article »]

This will be my shortest, and my last article for ERE. At least for 2011. Regardless of the timing and its length, it may very well be my most important article this year, at least if you want to hire top people who are not overtly looking for another job. It consists of a few... [full article »]

Of late I’ve been making the contention that the strategies and tactics used to recruit active candidates is fundamentally different than the ones used for passive candidates. Until this foundational difference is resolved, companies will never be able to hire enough top talent to meet their needs, unless they have a big employer brand to... [full article »]

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... [full article »]

If you weren’t at LinkedIn’s Talent Connect last week in Las Vegas (Oct 17-19, 2011) you missed the recruiting event of the year. Since most of the work I do is with SMBs (small to medium size business), I was asked to lead a program on how to create a big brand without the big... [full article »]

I’m going to go out on a very firm limb here and suggest that I’ve just seen the future of passive candidate recruiting and sourcing 2012-2015, and it’s amazing. Before I uncover this tasty morsel for all to see and properly digest, let me set the stage, the lighting, and get the orchestra warmed-up.  [full article »]

In a recent Harvard Business Review blog I came across this quote attributed to Steve Jobs (this has been paraphrased for the ERE audience): Screw the channel. Manage the present for optimum performance. Reinvent the future. The equivalent for recruiting goes something like this: Screw sourcing. Maximize quality of hire. Become a great recruiter. The... [full article »]

Measuring quality of hire (QoH) is somewhat elusive, but critical if a company wants to know if its sourcing, recruiting, assessment, and hiring programs are working properly. Without it, implementing a raising-the-talent-bar strategy become problematic. In this article I’d like to focus on some core issues involving QoH, and offer an idea on how to... [full article »]

Let’s get real here. Anyone who thinks LinkedIn is in the doghouse when it comes to recruiting the best talent isn’t a real recruiter, or they don’t know the difference between active and passive candidates, or they think sourcing is recruiting. So I’m going to use this article (and this webcast) to set the record... [full article »]

I’m concerned that most corporate recruiters don’t understand what it really takes to recruit passive candidates. In three minutes, I think you’ll agree. If you’re looking for candidates where the demand for talent outstrips supply, the ability to recruit top passive candidates will now be more difficult than ever. Those people with good jobs will... [full article »]

As Malcolm Gladwell points out is his bestseller The Tipping Point, little things can make a big difference. The same is true when it comes to finding, recruiting, and hiring passive candidates. One big thing recruiters can do is tame their hiring manager clients. Taming your hiring managers is an essential first step if you want... [full article »]

Some points to make before you read this article: It’s somewhat controversial, but by the end you’ll agree (if you get that far). If you’re a corporate recruiter or HR leader, put your confirmation bias in the parking lot before reading this article. You might want to listen to this YouTube video of a webcast... [full article »]

Spend your days driving a honkin’ dual-tandem, 700 hp eco-machine through the most beautiful city in the world. This was the winning job posting for a creative job posting contest we recently ran. This one was for a bus driver for the city of Vancouver, Canada. Keeping on the bus theme, most of us recall... [full article »]

As I ponder the future of where our industry is headed, I’m reminded of Geoffrey Moore’s technology adoption curve, from his fine book, Crossing the Chasm. It describes how users (aka “buyers”) of technology follow a predictable adoption rate, generally based on their comfort with the technology and their ability to implement change. It’s not... [full article »]

There’s an old adage that you should treat candidates as customers. Somehow this has been forgotten in the current era of high unemployment and slow job growth. I’m going to reframe this idea and suggest that if you want to hire the best people possible, treat everyone as if they were a passive candidate. This... [full article »]

Every executive and hiring manager worth his or her salt will tell you hiring top talent is the most important thing they need to do. Unfortunately when it comes to putting their money on the table, most often all you’ll see is pocket change. Somewhere in the bowels of the company’s mission statement is some... [full article »]

As many of you know — I announced it at the ERE Expo in San Diego — I’ve decided to bring recruiting back to recruiting. This is my new old mission. Somehow this has been lost in the past few years when overall candidate supply exceeded demand. Hiring top talent is not the same as... [full article »]

As the economic outlook improves, companies will need to rethink their hiring strategies in order to maintain their current quality of hire, as well as fill an increasing number of open positions. Much of this will require an increased emphasis on passive candidate recruiting, and less on active candidate sourcing. In a survey conducted in... [full article »]

I just finished my 10th year of ERE Spring Expos (March 23-25, 2011) and I left with a great deal of optimism about the prospects for our industry over the next one to two years. However, with that general positive underlying feeling about economic prospects, I also have major concerns that not much has changed... [full article »]