You Can’t Get These Passive Candidates on Job Boards
We have been having some great success with our candidate profiling and I thought I would share some insight about this. First, candidate profiling sits between name sourcing and resume sourcing. Here is a breakdown of how candidate profiling works:
1. Client gives target profiling consisting of title, competitors, location, and salary range.
2. Online competitive intelligence begins to find these people, if they are online.
3. Pick up the phone and call them. If you get voicemail, DON”T LEAVE A MESSAGE.
4. Get a candidate live and explain who you are. They will always say, “Who?” and then explain to them why you called..
5. The next hurdle is when they ask, “How did you get my name?” Don’t spend a lot of time on this, just say off the internet.
6. We go through a 10 question survey which is really a mini-interview with the candidate. Gets them thinking about another job and what would it take for them to leave.
7. Try to get a resume from the candidate if they have one. If they don’t have one, let them know it’s not a big deal. Remember, these people aren’t looking for a job, so you should show them a little more love.
8. Produce results to your client. The client is now armed with all the information they need to be able to close these passive candidates.
These people aren’t looking for jobs, and usually will say to you they haven’t posted their resume anywhere. That’s great, you don’t want that. You want the cream of the crop, the best of breed, per se. Here are a couple of examples of candidate profiling we have done recently.
This profiling was done for a transportation client.
Candidate Title: Operations Manager
How long have you been with your current employer?
19 years.
Title: Senior Account Manager
How long have you been with your current employer?
10 years experience
If you’re not doing candidate profiling, then get in touch with us as we can help. Contact sales at careermetasearch.com for pricing.