Passive talent tip sheet
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Passive candidates are top professionals who are not actively looking but can be engaged through different approaches. The document provides 10 tips for successfully recruiting passive candidates which include: 1) Understanding the role requirements with hiring managers; 2) Maintaining relationships with hiring managers; 3) Leveraging an internal hiring team's networks; and 4) Developing long-term relationships with candidates by listening, adapting, and keeping doors open.
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Passive talent tip sheet
- 1. Recruiting Solutions Winning ways with passive candidates Reach out successfully to top-level talent with these 10 tips. Passive candidates aren’t actively seeking their next role—they’re too busy changing the world in their current positions. So engaging with these top professionals requires a different approach. Based on interviews with LinkedIn Recruiting Solutions customers who had the highest InMail response rates, we developed the following framework for passive talent recruiting success. 1. Get on the same page quickly. Meet face-to-face with your hiring manager to understand the role's raw skills and personality requirements. Share sample LinkedIn profiles to set the baseline; agree Be a real which qualities are essential vs. nice to have. Develop a winning advisor to employee value proposition/ 'sales story' for each new role. your hiring 2. Be the strategic partner they want. Keep in touch with hiring manager managers even when there's no open job, to proactively uncover the needs of the business and understand the organization. Share insight on your best sources by tracking success of prior hires. 3. Build and leverage your own hiring team. Connect with all colleagues on LinkedIn to solicit referrals and cherry-pick from their networks. Make it the responsibility of every team member to identify great candidates. Source for success 4. Find the stars beneath the radar. Look beyond initial search results. Don't disregard skeleton profiles, and ask other LinkedIn members to identify outstanding but "un-findable" colleagues with limited or no online presence.
- 2. 5. Immerse yourself in the candidate's world. Get smarter on the industry, using sources like LinkedIn Today to keep up with hot relevant topics. Research your prospect's current role and Make a leverage mutual connections when possible. great first impression 6. Build relationships, avoid being transactional. Send fewer, more targeted InMails. Compliment profiles sincerely, and 'dangle a carrot' to lure them in rather than blasting out lengthy job descriptions. Ask to connect and continue the dialogue. 7. Listen and adapt. Invite candidates to talk about themselves, uncover their needs/motivations, and keep detailed notes on their profiles or within LinkedIn Recruiter at every touchpoint. Reflect their Build input as you explain why your opportunity is right for them. meaningful connections 8. Develop your personal brand, online and offline. Balance social network activity with live conversation - on the phone or in person - to make a lasting impression. And regardless of the channel, be transparent, honest, and positive. 9. Keep the door open. Be respectful of candidates who are either too junior, not ready to move, not ultimately hired, or not quite right for the current role. Today's up-and-coming analyst is tomorrow's Think top-performing hire, hiring manager or referral source. long-term with your 10. Mind your manners. Be patient when waiting for replies. Rather than hounding prospects relentlessly, stay top-of-mind by relationships using indirect channels like LinkedIn status updates to stay visible and showcase your knowledge. Always reply to candidates, and never waste their time. For a closer look at what passive candidates really want, check out our infographic at http://talent.linkedin.com/passivetalent/infographic1 Recruiting Solutions