Do we need to manage candidate relationship?

Do we need to manage candidate relationship? I always thought it was a no brainer and everyone will agree that it is a big  “MUST HAVE”. To my surprise I was dragged into a discussion on the importance of Candidate Relationship management.

While in principle people agreed that it is good to have, but quite a few believed, we can live without it happily. Let’s look at some of the arguments and contemplate

1. Takes too much time – the time spent in managing candidates, especially if there are too many, could well be utilized in finding more candidates.
2. Too complex – Too many loose ends. Too much to remember and plans do not get executed most of the time.
3. Candidate irritant- Candidates get irritated with irrelevant calls from recruiters. Call , only if you have a job in hand.
4. Recruitment is not about making friends- As a recruiter, your relationship with the candidate ends once he is out of the recruitment process.
5. Employer branding is not the sourcers/recruiters job – Candidates will always crib if they don’t get through. Nevertheless, branding is not the job of recruitment or sourcing
6. Networking doesn’t work for quick to fill and volume requirements- You need time to find candidates through networking, and only job boards can provide the numbers required for volume hiring. Niche hiring is a different case
7. Only important, when you are doing a passive search- Active candidates, do not need cajoling. It is the passive candidates who need to be dealt with carefully

Whats your take????

How to approach a Passive candidate?

You will be judged by your behavior not intention!!!!

Understand the mindset of general passive candidates
Most candidates do not want to be seen as actively looking. It’s important you acknowledge this
Remember that no one is 'truly' passive atleast not for long or forever,
Remember that being approached for a position is flattering, discuss with a view to obtaining advice

Don’t Do’s ---- Things that can put your candidate off

Playing Games
Lying
Pushing
No respect for their time

To Do’s

Homework
Research the candidate and don’t blindly rush into the call.
Review their online profiles and check for recommendations, career growth
Collect info on what reasons could compel them to move. Check for chinks in the armour

Have a reason to call Don’t waste the candidate’s and your time with an irrelevant call
Only make calls if you feel the candidate will be happy to receive it
Good idea to email the candidate and follow it up with a phone call

Respect the candidate’s time
Time your call
Don’t be afraid to reschedule
Make sure you keep you appointments

Be open and transparent
Give them a brief outline about the job and check their interest before revealing everything
Know what information to be shared and when

Talk, don’t interrogate
Don’t push
Generate a conversation
Start with something you know about him and which is relevant to the job” I can see you have tremendous banking experience” or you have some wonderful recommendations” or I hear "your work on ... was outstanding
Put the candidate at ease: If the candidate is referred, it is always good to let them know (Being referred is flattering”) “Say something like "you were recommended to me as an expert in...." when they say "who by?” always say that as you rely on anonymous referrals to do your job, you can't be specific - but obviously confirm that it wasn't anyone in their current firm
"Would you be open to exploring a situation that's clearly superior to what you're doing today?"
I don't know if the timing is right for you or not, but I am working on a search that may be of interest, depending on what is important to you in your next position
Sound enthusiastic
Understand the trigger points that could initiate the desire to change but also create an interest level in the new role by highlighting the merits of the role


Respect the Candidates privacy
Don’t send job networking bytes to candidate who are not open to such messages (check the Linkedin interested in option)

Use the right channel
Try networking to get to the person through a friend of his

Stay in control
Believe you have a substantially good bargain for the candidate
Don’t give too much ground, but don’t sound unreasonable.
Show empathy, but not weakness
Control your speech

Track candidates
Keep a list of candidates and maintain their status
Make sure all candidates reach their logical conclusion (Won/Lost)

Sell the Job
Build a relationship,
Uncover the need,
Overcome the objections,
Fill the need
Close the deal.

Act as a consultant
Make the candidate aware of opportunities
Make sure the candidate values your advice

10 Myths – Passive candidate sourcing

Beliefs of a Passive Candidate Sourcer!!

Wonder what will pop up if you open a Passive Candidate sourcers head. Probably synapses of Boolean, schemas of social networks, web of search engines and a lot more.

I have come to believe that it is not just the technique and knowledge but the mindset that one carries as a sourcer, which transforms them into what they become.

Sharing a few beliefs that reflect this mindset
• I will eventually find it, the key is in knowing when.
• My angel is in the details
• All roads will lead you there, but there is an expressway
• I am born lucky, and I know it.
• It is always worth the time spent, but there are timelines
• Sometimes I may just have to put my head down and scan through everything
• I will plan my search, but will not always be able to work my plan
• My searches define me
• I practice the secret art of sourcing
• I am hungry for more
• KISS works all the time, but complicated is not always bad
• There is nothing called a perfect search string
• I can’t do, till I know what to do.
• It is easier to find a needle in a haystack, if I know where to look
• I keep my eyes open
• Keywords are the key to finding the information, but knowing how to use them will determine, how quickly I find it.
………………………………… the list can go on………..

I am sure you have more to add

Related articles

Redefining the Passive Recruiter/Passive Sourcer  

Sourcer / E recruiter Assessment- Hiring Freshers  
10 Myths – Passive candidate sourcing

 

Sourcer / E recruiter Assessment- Hiring Freshers

Recently a question was tossed to me about qualities that you would look for in a fresher, while hiring for a sourcer  or e recruiter position.
While hiring freshers for E recruiters or internet search assignments, we have followed a standard process
1) Internet sourcing round: The applicant is given 5 tasks all centered on finding information on the net in a fixed period of time. He is rated on the search string quality, and approach while finding candidates. Finding the answers is secondary.
2) Job spec round: The applicant is given a job description and time to review and ask questions. He is then given a set of 5 CV’s, to match against the job with an explanation. He is rated on his ablity to understand the requirement, willingness to ask questions and application of logic in matching the CV’s to the job description.
3) Personal round: The applicant, who clears the above two rounds, is then taken through a Personal interview, with the manager/HR to check for the behavioral fitment,

Looking at the people that have been selected and performed well, I have come to believe that following characteristics should be looked at while interviewing a fresher for a sourcers position
1) Comprehension skills: Helps them skim through the vast pool of information quickly. Sourcers with good comprehension, screen faster than others.
2) Attention to detail: Helps them to screen candidates better. It also helps them to use the search results in modifying their search more effectively.
3) Perseverance: These are your passive sourcers. They won’t give up easily
4) Listening skills: High on these skills and you have someone who will learn faster. Generally will have better comprehension too.
5) Problem solving ability: While searching, there will always be a roadblock, round the corner. All the good sourcers, I have seen, have been good at problem solving
6) Analytical ability: Freshers, that are low on the analytical skill, are not comfortable with booleon logic, and take time to get over this hurdle
7) Adaptability: to be honest, have had mixed opinion on this skill. One of my favorites, but have had sourcers, who are excellent at one geography/sourcing channel, but not good at others.
8) Willingness to question and learn: Its all about being open to learning. With the speed with which the landscape of sourcing is changing, this is absolutely critical.

Can you add more…….

Links

Beliefs of a passive candidate sourcer  

Redefining the Passive recruiter / sourcer

10 Myths - Passive candidate sourcing

Searching candidates on Facebook – Find your friends

Facebook has good one of the largest pool of candidates outside the job boards. Challenge has always been trying to search for candidates, using its search option.

“Find your friends” gives you an extension to your Facebook search. Following is a stepwise approach that will enable you to search beyond your colleagues, classmates and friends

Step 1: Click on Find your friends from your homepage (Look on your right side of the page)



Step 2: Click on “Show more” from the “Find Friends” page





Step 3 Utilize Search options

On your left side of the screen following options are available

* Current City
* High school
* Mutual friends
* College or university
* Employer

Below each head, you respective schools, colleges, companies... etc will be given as options. Below each option set you will see a textbox. You can use this textbox to do a targeted search

Example: If you want to search for people within Hangzhou china

Type Hangzhou, and select the appropriate option from the dropdown. As you type, the dropdown changes. Will help you with typo errors too

After you select the appropriate option a text box will appear. You can add more locations in a similar fashion.

Using multiple search options
You can use multiple search options (company, school, employer, university, city, etc.) to narrow your search results

Example Accenture+ (Hangzhou OR Shanghai)

And you will get all Accenture employees currently on Facebook and staying in Hangzhou or Shanghai China

Happy Sourcing!!

Links
Move your jobs to Facebook
Your Next Hire: The Social Media Sourcing Specialist
Four Reruiting tools
Recruiting / Sourcing Via Twitter

Redefining the Passive Recruiter/Passive Sourcer

Read a post on Boolean Blackbelt “Passive recruiting doesn’t exist” and it has pierced my long founded assumption of Passive recruiting/sourcing as opposed to Active recruiting/sourcing. Let’s redefine the two terms

Active sourcing / recruiting : Reflects a conscious effort towards finding a candidate
Passive sourcing / recruiting: Reflects a laid back approach towards finding a candidate.

Differentiators between the two breeds…

	Active sourcers/recruiters	Passive sourcers/recruiters
Job post	Well made adverts designed to attract candidates. Responses reviewed and adverts refined accordingly. Will respond to all / most of the candidates. Spread the posting across job boards, universities, social communities and other sources	Post jobs and wait for responses. Candidates not responded to. Rely on Print and Job board adverts.
Social Media	Active on social media with sizeable and quality networks. Publicise their company, jobs and themselves. Create / Participate in communities, where candidates are active.	Social media is for personal use
Job board search	Use alerts to keep a tab of which new candidates are posted in their domain. Extensively search job boards, for candidates and referrals.	A weeks search, max a month. Skim through the results.
Agency reliance	Carefully choose the requirements to be given to agencies. Mostly fill the requirements on their own.	Agencies are their best friends. Rely on agencies to fill most of the requirements.
Employee referrals	Push jobs to employees and impress upon them to refer.	Policy is published. Wait for employees to refer
Friend networks	Build friend networks within competitor companies, and keep a tab of what’s happening there	Not bothered about what’s happening with the competition
Mass emailing	Will send customized mailers	Make a draft, and send to all.
Telephone/internet sourcing	Utilise both, depending on the situation	Mostly internet focused. Telephone utilized only for interviewing.
Reason for contacting candidate	Events, birthdays, seminars, referrals, jobs… etc	Only for a job
Candidate network	Build a network of candidates, within their domains and geographies proactively.	Search for candidates when required. Don’t spend energy in building a network.

A Passive sourcer/recruiter will be an inbox recruiter as aptly described by Sarang Bramhe “A Recruiter 1.0 is one who gets a job requirement; post it to various job boards, newspapers etc and waits for his inbox to deliver goods. It’s a classical case of recruiter who “Post and Pray” to get good resumes and fill in the requirement”

An active sourcer/recruiter will work towards expanding his network by increasing his reach across multiple channels (colleges, SPOCS, associations, social networks, Phone sourcing... etc. And strengthen this network by being in touch on a regular basis. This sourcer may
even help the candidate with jobs with other companies, if required.

More than how they utilize the sources, it is the basic approach towards finding candidates and filling positions, that marks them out as passive or active sourcers. At the centre of this approach lies the willingness to keep candidates engaged and build an active network of candidates within the scope of requirements available.

Who are you???? Active or a Passive sourcer/Recruiter!!

Related Posts

10 Myths – Passive candidate sourcing 
Beliefs of a passive candidate sourcer

Passive recruiting doesnt exist

Social Media for recruiting- Post and Pray approach

10 Myths – Passive candidate sourcing

Guess, you already know about them, recruiters weigh them in gold, hiring managers love them, they are difficult to find and they don’t change jobs easily… this is how generally “Passive candidates will be described. Love to be one
Lets try and unravel some myths about approaching these species
Myth 1: Don’t Sell the Job - They are picky, they are sensitive! You may end up offending them by selling the job
The more passive the candidate, the more selling is required. Bland Job adverts or unenthusiastic pitch is never going to land you a passive candidate. If you just brag about the job and its benefit, the likelihood of you convincing the candidate is quite low. The key to selling a job to a passive candidate is to find out one reason, for which he will change the job.
Myth 2: Passive Candidates are not looking out – They are happy with their current job and are not looking for a change.
Just check how any on Linkedin, don’t check “interested in job opportunities”. They are always looking out
There is never a perfect situation. Some irritant in the job will always be there. They may not be interested in moving out for a reason. Find the reason and irritant. You might find the irritant is more important than the reason not to move for some.
Myth 3: Your Call is going to irritate most Passive candidates
Being wanted is flattering!! Yes, they may not be expecting your call and may be taken aback, they may be busy and you may have intruded at the wrong time. If approached professionally, no passive candidate will get irritated. Give them time to get comfortable and don’t forget to follow up.
Myth 4: A “NO is the end of the conversation
The likelihood of the passive candidate saying not interested is higher than the active candidate. I have seen a lot of times, this NO is just a natural response to not being prepared for the call. Always try and understand why they are not interested to change a job. Make them comfortable enough so that they speak atleast 5 sentences. After that you wont have a problem. The first five are the most difficult. Control the conversation and the “No” is easy to encounter.
Myth 5: Calling Passive candidates is not ethical
That’s an internal battle for you to fight. If you don’t feel happy in what you are doing it won’t be good enough. I don’t see anything wrong in offering a change for the better to a candidate. Even if it means, opening the eyes of the candidate.
Myth 6: Always Email First : Don’t want to make an unsolicited call
Safe bet!! Email first, candidate is aware that you are calling, or at least you can say, “I had informed”. The only challenge with this approach is in deciding what information to reveal in the email. I would not want to give a solution, without understanding what’s bothering the candidate but still believe that a well worded email or voicemail wont hurt.
Myth 7: Always Be Honest with the Passive candidate
Won’t dare to say this in public but I am a Sagittarian. Never give a false picture to the candidate about the role and related information. You don’t always have to be honest about is how you found his contact information. Don’t say anything that will make them suspicious.
Myth 8: Passive Candidate will perform better than active candidate
Well, they will be more valued for sure by the recruiters, but can’t say if they will perform better. Assuming that passive candidates are currently performing better than their colleagues, leading to high satisfaction and hence not looking out, it is but logical to assume that they will perform well in the new company. Run a sample.. hire the best performers in your competition, and you will find they may struggle in your company. Apart from skill, it is the company’s culture, policies, procedure, environment, that will determine successful performance.
Myth 9: Job boards don’t have Passive candidates
Hidden in CV’s are references, which could be excellent passive candidates, and also a contact for a ruse to connect. Apart from the references, I personally believe, all candidates who have not update their CV, for more than 3 months have turned passive. Had they been serious, they would have got a job by now.
Myth 10: Passive candidate search is only effective in hiring senior level requirements
For senior level requirements, you don’t have an option on the job boards. Passive is by and large the only source for fulfilling these requirements. For other requirements, job boards, would generally give a decent response. That doesn’t mean, you can’t look beyond them to find more candidates. Definitely try the job boards’ first, easy thing to do. Don’t compromise on the quality of candidate, if you don’t find your best match. Remember, Passive is always an option, albeit a challenging one.

Care to add more!!!

Related articles

Redefining the Passive Recruiter/Passive Sourcer  

Sourcer / E recruiter Assessment- Hiring Freshers  

Beliefs of a Passive Candidate Sourcer!!