In yesterday’s issue, we talked about “passive” candidates—the supposedly great candidates that aren’t actively seeking a job change. Today, suggestions for approaching them and a tool to help with compensation when you hire them.
Heather Hamilton, a staffing manager and Microsoft Employee Evangelist, shares her tips for attracting “passive” candidates on her One Louder blog:
Have something to talk to passive candidates about. Before they even start to think about looking for a new job, you need to be talking to them (blogging is great for that). Be credible in their space, says Hamilton.
Be easy to find. This means getting over fear of publishing your e-mail address. “Time to take the training wheels off,” she says.
Check in with your passive candidates once in a while. Don’t manufacture a conversation. E-mail is fine, just to say hey, Hamilton says. Find out what kind of information the candidates want from you, and how often they want it.
Be in their community. You should be visible in places that passive candidates go. Repetition breeds familiarity and comfort.
If they refer people to you, follow up thoroughly. They are watching to see how they will be treated if they become a candidate themselves.
Never require a résumé. It’s OK to ask, but if the answer is no, keep talking, says Hamilton. Besides, as soon as you make them write a résumé, they are going to send it out to other recruiters!
Finally, Hamilton says, even if you have done good networking, there still will be situations where you need to do the cold-call routine (for example, you need someone with a very specific skill set). Keep in mind that even those calls are about networking and starting relationships. They are not just filling the one position you are working on at that moment. Always be thinking long-term, advises Hamilton.
Passive or Active, Money Counts
Once you have attracted a great candidate—whether passive or active—you’ll have to deal with compensation, a key factor in sealing the deal. But how much to offer? Too little and you risk losing the candidate. Too much and you’re just throwing money away. One thing you can be sure of—your candidate has done the research. How about you?
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We asked our editors what they recommend for making compensation decisions.
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