Are you tired of the never-ending cycle of hiring and searching for the perfect candidate? Do you wish there was a better way to find those hidden gems in the job market? In this episode of the Hire Calling Podcast, we're about to unveil the secret to recruiting top talent you might not even know you need – passive candidates.
Join host Pete Newsome and co-host Ricky Baez as they demystify the world of passive recruiting. They'll explain what makes passive candidates unique, why they're worth your time, and how to effectively engage with them.
Discover the power of social media, particularly LinkedIn, in building your credibility and connecting with potential candidates. Explore the art of storytelling in recruitment and learn why transparency can be your best ally. As Pete and Ricky delve into the complexities and challenges of passive recruiting, you'll gain valuable insights into creating a talent pipeline that can transform your hiring process.
Don't miss this episode if you're ready to revolutionize your recruiting strategy and find the hidden talent that can take your team to new heights.
7 Effective Passive Recruiting Techniques:
1. Employer Branding: Showcase your company's culture, values, and employee experiences online to attract passive candidates. 2. Employee Referrals: Motivate current employees to recommend potential candidates. 3. Social Media Presence: Engage on professional platforms like LinkedIn to catch passive candidates' attention. 4. Networking: Expand your network at industry events to build relationships with potential candidates. 5. Talent Communities: Engage with potential candidates through newsletters, webinars, or forums to keep them interested. 6. Content Marketing: Produce industry-related content to position your company as a thought leader. 7. Job Boards and Platforms: Post job openings on these platforms, as passive job seekers may browse them.
Are you tired of the never-ending cycle of hiring and searching for the perfect candidate? Do you wish there was a better way to find those hidden gems in the job market? In this episode of the Hire Calling Podcast, we're about to unveil the secret to recruiting top talent you might not even know you need – passive candidates.
Join host Pete Newsome and co-host Ricky Baez as they demystify the world of passive recruiting. They'll explain what makes passive candidates unique, why they're worth your time, and how to effectively engage with them.
Discover the power of social media, particularly LinkedIn, in building your credibility and connecting with potential candidates. Explore the art of storytelling in recruitment and learn why transparency can be your best ally. As Pete and Ricky delve into the complexities and challenges of passive recruiting, you'll gain valuable insights into creating a talent pipeline that can transform your hiring process.
Don't miss this episode if you're ready to revolutionize your recruiting strategy and find the hidden talent that can take your team to new heights.
7 Effective Passive Recruiting Techniques:
1. Employer Branding: Showcase your company's culture, values, and employee experiences online to attract passive candidates. 2. Employee Referrals: Motivate current employees to recommend potential candidates. 3. Social Media Presence: Engage on professional platforms like LinkedIn to catch passive candidates' attention. 4. Networking: Expand your network at industry events to build relationships with potential candidates. 5. Talent Communities: Engage with potential candidates through newsletters, webinars, or forums to keep them interested. 6. Content Marketing: Produce industry-related content to position your company as a thought leader. 7. Job Boards and Platforms: Post job openings on these platforms, as passive job seekers may browse them.
You're listening to the Higher Calling podcast. I'm Pete Newsom and this is your source for all things hiring, staffing and recruiting and I'm joined by Ricky Baez again today. Ricky, how are you? I am doing great, Pete Doing awesome. It's Monday morning, it's a beautiful day and it's almost Halloween. What could be better?
Speaker 2:
Well, I mean Thanksgiving, christmas. That's a lot more time.
Speaker 1:
A weekend, maybe A weekend I mean what? Could be better than Monday morning. How often do people say that? Not very, I guess.
Speaker 2:
I mean not sarcastically, at least. I mean people say it's Monday, but I'm actually enjoying this Monday morning. It's, I am. And what better time to talk about recruiting not just recruiting Pete, but recruiting passively, something that you and I are both passionate about.
Speaker 1:
I certainly can't think of a better time. So why don't we get right into it then? And let's do it? Let's talk about passive recruiting techniques. That is a very different approach to recruiting, to filling a job, than recruiting active candidates. So let's just quickly define what is a passive candidate. Who is a passive candidate? And my way of looking at it, ricky, is someone who doesn't know. They're on the job market, right, they don't think they're a candidate, but I would tell you and I have mentioned this to you before, I'm sure I've been saying this for years as an analogy that everyone's on the job market.
Speaker 1:
Always, there is a job that you will leave your current position for. Now I even am the owner of my business and the president of the company. However and I'm going to change this I used to say if Bill Belichick calls me and offers me Tom Brady's job, but that's, he's not there anymore. So I'm going to go with something a little more current. If Steve Kerr calls and asks me to come play for the Golden State Warriors, I'm in $25 million a year to play basketball for a living. I'm in. So I love recruiting, I love staffing, but even me, there's a job that I will leave for. So, steve, if you're listening, I'm that passive candidate. I don't think the call's coming though, ricky.
Speaker 2:
Bill. Well, you know what these days Bill Belichick might call you because he's having a hard time.
Speaker 1:
Maybe Bill Right Maybe. But a passive candidate is very different than an active job seeker. They're someone who is contending the role, thriving in the role, probably, and they really don't have their eye on the outside market. They're not sending applications, their resumes probably not posted. So these are hidden gems in the job market.
Speaker 2:
Well, they are, because you know it's, if somebody is actively looking for a job, these are this is somebody who obviously needs a job. But you know, you find some really good information out of people who are not looking for a job, right, and if you're able to really tap into their world and understand what makes them tick right and figure out how you can bring them over to your set of the house, you get in my opinion, you would get a much better candidate, as if you're looking for somebody. I don't want to say that I'm desperate, but they kind of have no other choice, right, so they kind of I mean, I don't know, pete, you tell me, right, if somebody is recruiting, what are the I mean it's actively looking for a job what are the chances of them giving you a story that may not be true?
Speaker 1:
Well, there's a question that has to be asked and answered. That's what we know. If you're unemployed, there could be great reasons for it, many, many great reasons, especially now we know there's been so many layoffs of big companies. Great talent who's not available right now but as an interviewer, as a hiring manager, as a talent acquisition professional or even a third-party staffing recruiter like us. We have to ask the question where, with a passive candidate, those things aren't really on the table, I don't have to worry about why you're not working, because you are working. So that is a factor for sure, and it's, but it's not perfect. There's no perfect in recruiting. It's just not that simple. We know that. So let's talk about, let's start with the positives the reasons why you would want to recruit passive candidates. You just mentioned a big one, so let's start with there. You know that these people are. You don't come with baggage. Maybe that's the easiest way to look at it.
Speaker 1:
Just takes that little bit off the table. I'll give you another one. It gives you access to a much wider candidate pool because the world is your candidate pool. At that point, You're not limited to people who are applying to jobs and posting their resume. You can go after anyone and everyone. So much broader candidate pool when you're recruiting passive candidates.
Speaker 2:
I could not agree more, because if normal recruiting a day in a normal recruiters life would be going on to some kind of a job board that they posted a position and then they aggregate all the resumes from people who applied, If you're passively recruiting, you don't go through that. You have to find it. So what I imagine this to be is you, as a recruiter, you are looking for a specific candidate. So your job in passive recruiting is to go and find these qualities that you're looking for in somebody who's already working, and then you engage in conversation and then in that conversation engagement, you figure out oh, they're not happy with this. This is something we can offer, and you have a much better conversation. So that's the part that I like, because you have way more resumes or way more talents to look at in comparison to what you get from, I don't know, LinkedIn or Indy.
Speaker 1:
Well, it's a targeted approach versus dropping your fishing line in the deep ocean and just waiting for something to hit. You're going after that target and maybe if you're spearfishing which I've never done, but I imagine you go after what you see. And so when you're passively recruiting, you are targeting those kids who have those skill sets, who work at the companies that you know are a potential good fit the industry. So it's a much more directed search effort. And one of the things as a third party recruiter that I find inherently valuable when it comes to passive candidates is I don't have to worry about as much competition with them, and for me that means that they haven't sent their resume all over town. And then if you're an active job seeker rightfully so you are trying to get in front of as many opportunities as you can very common, and I wouldn't discourage that. But that makes it difficult when you're recruiting to keep. It's an extra level or layer of things to consider.
Speaker 1:
Okay, ricky, if you're my candidate and I know you're working with everyone in town in your resumes, 100 different places, as a third party recruiter I have to wonder is you've already sent your resume over to my client? That's number one with one click recruiting. You may not even remember that you did it. So that's a potential problem. And then, believe me, we've run into that every staffing company on the planet runs into that eventually that the dreaded double submittal. Are you working with other recruiters who may not tell you where your resume is going? That's a complete nightmare when that happens. So all of these things add complexity to an already complex situation, and that is finding the right candidate for the right position and making that match. So when you're recruiting passive camps, I don't have to worry about that. I know that you're working with me and not everyone else in town.
Speaker 2:
And that makes sense. Because actually how I see it, Pete, to be honest, is if somebody's actively looking for a job, you're right. They have their resumes in several different spots, right. So you're competing with several different other people, other entities, whereas passive recruiting you're competing with one where they currently are. That's the only competition you have. That's right. And if you're able to show how you can make their career or their job just that much better, you're ahead of the game, right. Especially if they're not looking Correct, Because if you're able to convince them with that one thing, I'm willing to guess that they are more apt to see the whole application and interview process through if they were courted right, versus the other way around, where they have options.
Speaker 1:
Well, maybe right, but you're going to get turned down a lot when you recruit passive candidates because, Correct, yeah, you have to offer them something incrementally better than what they already have, Not slightly better. It needs to be a big step up. A new title, increased compensation, better hours, better future. Now I could list a lot of different things there, because, ultimately, I don't know what's important to you as a candidate. I don't know what your priorities are. Maybe it's simply compensation and you say Pete, if you could give me a 15% increase in income, I'll jump ship, but for some people, that's not even near the top of their priority list. Maybe it's wanting a better work environment. Or, of course, in the days that we're in right now, times that we're in working from home versus being in the office.
Speaker 1:
So that's a reason why someone may stop and consider one way or the other. By the way, there's a lot of folks working at home. I mean, this is maybe not the most popular statement or expected statement, but there's a lot of folks who've been sent home and wish they could still go to the office every day.
Speaker 1:
So there's a lot of opportunity right now for candidates to be recruited for an improved situation, whatever that means to them. And we don't know that with passive candidates right when we see a job application come through, we know they're interested in the job as we've posted it, but when we're recruiting active candidates we don't know. So there is going to be a high rejection rate for people saying nope nope nope, nope, not interested. But that's okay, it's part of the deal, adds time. It's time consuming, ricky, to do it this way.
Speaker 2:
It is, but you know what. You have to be smart with your time as a recruiter, right? So it's one of the things I was just thinking about, pete, is that you know, if I'm a recruiter and I'm always on LinkedIn, I'm always got my finger on the pulse of what's happening out there in the workforce. Today, one of the best things you can do is pay attention to the media and pay attention to what companies are bringing people back into the office and these employees are not having it Ding, ding, ding. Go ahead and find out who they are on LinkedIn.
Speaker 2:
If you are offering a flexible work arrangement, give them a call and say hey, I saw this article. I see you work with this organization. We don't do that here. We don't bring you back into the office, right. So you have to keep your ear to the ground and have I mean I hate to say it this way, pete, but I'm going to say it just how you said about spearfishing you got to get the right bait, you got to get the right bait and you have to have me one step ahead of everybody else. So, yeah, I'm with you 100%.
Speaker 1:
Well, and anyone who's who fishes knows. Now I say this all we're going down this path. This is, this is going apparently going to be fishing analogy day. And I'm not. I'm someone who's I'm a very passive fisherman. How's that Now? But I know enough to to know that if I bring the wrong bait, it doesn't matter how great the bait is for the wrong kind of fish, it's not going to work in. Or if I'm fishing in the wrong pond, so to speak, it's not going to work. And so you just have to know, as best you can, what, what is going to be appealing, what is going to be attractive to that candidate. But it is resource and time intensive. That's real, the real drawback to passive recruiting. It's great when the right resumes just show up on your desk, and when you're recruiting passive candidates, it's a grind.
Speaker 1:
It's a commitment to a much deeper effort.
Speaker 2:
It is because what you're doing because it's again the opposite is you got candidates who are looking for a job. That's not who you're targeting as a recruiter. You're targeting people who are not looking for a job, so you have that's like trying to sell somebody a house who already have multiple houses. You have to let them know what you know, what's so special about this house. That's right. You've got to have some convincing involved to to let them know. So it is a different skill set right From a recruiter's perspective.
Speaker 1:
It's a different skill set, but I think every recruiter has potential to do it. I suspect most recruiters not all recruiters have done it. I won't say most, not all recruiters have done it because it's harder. I mean, there's so many tools out there now that make passive recruiting passive candidates seemingly not as necessary, and a lot of it will depend on the search. If there's a, if there's a big candidate pool for the job you're recruiting for, you don't necessarily have to do it.
Speaker 1:
If, as as you go higher up the chain of of both specialty and and it going up through management and executive ranks, where there's fewer quality qualified candidates, that's where it becomes more prevalent and necessary. So, depending on the type of positions you recruit for, you could go through your entire recruiting career potentially not recruit passive candidates If you're doing high volume, big candidate pool positions. But as you get into more niche roles with specialized skill sets and experience that has to come to come along with the candidate, it becomes more of a necessity. So let's talk about some of the techniques you can use, and we have to start with the LinkedIn. Today it is the place where people live. I like to think of LinkedIn as a site where people can put their resume without having to defend posting their resume publicly because it's not really seen as a resume.
Speaker 1:
But boy, it sure does look like a resume, doesn't it?
Speaker 2:
I like that. Yeah, you know what it is. It's especially on LinkedIn and, and you know what and I'm just going to throw this out here People are going to hate this, but you know I, I I get hit on LinkedIn quite a bit and you know what? I'm really popular. Want to know how. I know I'm popular, pete, because a lot of the LinkedIn messages that I get are people telling me that somehow the algorithm has connected us and it was divine intervention. It's fate.
Speaker 1:
It's just you're meant to. You're meant to be connected.
Speaker 2:
I'm meant to be connected to the 500 people who tell me that every week? No, but you're right. You know LinkedIn is the place for you to it's it's. It's like a supermarket for a product, product of process, right, it's like a supermarket. You're going in that down each out. You go down the it I'll look there's an IT person. You think you go down the HR aisle, all these different aisles, right, and you have your picking. Some things are in clearance, right, and some things are out of your price range, right.
Speaker 1:
So you have to decide what you're looking for Okay, there's a blog article there for you to write.
Speaker 2:
You need to make that I think you need to make.
Speaker 1:
Let that analogy run, run all the way through. I'll do a fishing one and you do a.
Speaker 2:
Clearance. Let's see well up.
Speaker 1:
But with with with LinkedIn, it's so different than it did it was in the not too distant past. I remember when Monster was the 800 pound gorilla in the space and career builder was candidates. There was a feature where candidates could would post their resume Privately because they didn't want their employer to know they were looking for a job. Well, now I would tell you again, because I'm a big fan of passive recruiting I do believe what I said earlier, that everyone's a candidate, whether they realize it or not, for the right job, that you don't have to do that anymore. You know more hiding. So everyone's out there, and LinkedIn is up to about 950 million users, and Study I saw not too long ago, or reports, said that they were, at any given time, 60 Plus million active job seekers. Well, that leaves almost 900 million other candidates to recruit from. So if you limit your search only to the active candidates, you're missing the majority of Possible candidates out there for you.
Speaker 2:
Actually, pete, I think the opposite is true as well, because I think it's what what you said resonated with me. You said that you know, back in the day, right, people used to put I think it was a monster used to put their resumes. Probably because they did, they didn't want their superiors to see it. Now it's such an it's, it's such an expected thing to do that I sometimes question somebody who's been in the field for 20 years and you don't have a LinkedIn profile. That's the odd thing. Now, right to me, it means Specifically, if you don't have a LinkedIn profile, especially during HR, I have huge questions To what have you been doing in the past 20 years? So, for everybody out there, listening, please, you got to have a LinkedIn profile, that it's updated and it shows who you are as a profession. It it should personalize your professional skill set. That's what it should do.
Speaker 1:
Well, it should. And as a job, as a professional, it's in your interest to have recruiters contact you for, yeah, for these type types of searches. You'd never know what could show up on your doorstep and be that great opportunity. So, even if you consider yourself a passive candidate, or If you consider yourself someone who's not on the job market, you wouldn't consider yourself a passive candidate. The recruiter would. But you should have your LinkedIn profile updated and I believe Colleges now and I don't think it's at the high school level yet We'll have classes on putting up your LinkedIn profile.
Speaker 1:
So, right from the start. It's just it's become part of the professional culture for knowledge workers in particular, not as much for blue collar workers. We know that because they're not in front of the computer all day. So if you're in a labor intensive job, linkedin's not as prevalent, so that is not the only place to go find passive Job seekers for sure, or passive candidates you can join.
Speaker 1:
Industry associations, trade groups. That's a great place to do it and savvy recruiters do that all the time Because they want to be where the people are who they would potentially recruit.
Speaker 2:
See, I'm gonna jump on your, on your bandwagon of fishing analogies, right? If you're looking for a baths, if you're looking for a fish that's in a in in a lake of fresh water, you're not gonna go fishing for that in the ocean, right? So you have to know where you are. So, if you have an open IT position, right, it'll be a great idea to go find where these IT talent live and play which is where and these networking events Right, and you start handing out your I almost say your gift card. That would help you start handing out your business card and you start making these connections.
Speaker 2:
But the most important thing you can do is a recruiter Pete, especially a link, then, is to consistently post relevant topics, produce relevant content in those business areas and those business groups. Especially a link, then, so you can show what your company is about, so you can show Other people maybe who didn't know what your company was about. The more you show what your organization is well, what kind of core values they have, that will attract the right candidate for you and it'll make it easier for you for passive recruiting, right, because maybe somebody is not looking and they see that that podcast you put or that article you pick and it resonated with them. They like, you like. Oh man, you look them up, you're like this person got the skills that I need right.
Speaker 1:
Well, there's a big credibility factor in that.
Speaker 1:
So we're talking to recruiters, and recruiters are Is a general statement one of two groups corporate recruiters, who may or may not have a big, recognizable brand behind them. So if you're recruiting from Google, everyone's going to know who Google is when you make that call, if that's where you're recruiting from. If you're recruiting from Joe's bait shack, right to use our fishing analogy you may have to work a little harder to establish who you are. But if they look at your content that you've created, they look at your website, and they see, wow, even though I don't know this company or this brand, I that I see them as credible because they've laid the foundation through the content they've created. So I'm a big proponent of that, big fan of what you just described, and we certainly try to do that and it works, it's effective. It's very rewarding for me when I hear someone say I've never worked with your company, but I've seen your content, I see what you produce, because that Makes that initial call so much easier than it would be when they say who are you?
Speaker 1:
I don't know who you are. I'm skeptical of engaging with you because, again, what I'm calling you as a passive candidate, you. You may be hearing about me for the first time, so how do you? React that when you look at up, we all do it right. I got a strange call look them up. Does this look credible? We know who does and doesn't look credible. Quickly through an internet search.
Speaker 2:
So play that foundation and and, and, pete, and and and the best way I can describe it as far as the authenticity of it. Just to give a quick example, you know that, that that I'm really heavily involved in the disrupt HR events here in Central Florida and in different parts of Florida, and when people I look for speakers and when people want to speak, I they asked me, what should I talk about? And I'm like I can't tell you that. You have to talk about something you're passionate about. And here's what happens when you do that If you talk about something you're passionate about, you're gonna resonate with somebody and After your speech, somebody is gonna come up to you and they're gonna have a conversation, because the first interaction with you was an emotional one.
Speaker 2:
You said something that really run a bell in their head, putting that back to recruiting. That's what you need to do. You need to be involved in these spaces because eventually you're gonna resonate with somebody for the right reasons and then you're gonna make that Connection right. You said earlier that if you do passive recruiting, you have to be. You have to understand You're gonna get a lot of rejections before you get that one yes. But dang it, that one yes is going to be one that's gonna last with you for a long time, because all the vetting was already done, and in a much timely fashion. You don't have to do it in like a day. You've been doing it for weeks and you've vetted out all those people who would not make it into your organization. So yeah, I'm with this a hundred percent.
Speaker 1:
So there's multiple outlets to do it Right. Maybe you do it in person with group and association meetings, like you do with disrupt HR, and that's how you build your brand and reputation and expand your network. There's online communities. There's social media posts, so it's not a one-size-fits-all.
Speaker 1:
Yeah you have to figure out what a couple things, what's practical for you to do, what's your comfortable doing. We're talking right now on a podcast. We're sharing our audio on For to be downloaded and listen to. We're making video clips. Not everyone wants to do that, that's okay. Not everyone needs to Find your outlet. That is Combines two things your comfort level. Men I'll caveat that say maybe need to get out of your comfort zone a little bit.
Speaker 1:
To start, Because, I'm not, everyone naturally wants to put themselves out there, but also where the people are who you're trying to connect with. That that's what matters the most. It's not about what you want to do, it's about where they are and how to find them. Ricky, I want fish to bite, but I have to give them what they want right. Not just because I decide I'm catching fish today.
Speaker 2:
That's right. You know, if you put a taco in that real chances are. You know you're not gonna catch it. It's probably a joke you might catch me talk yeah you're gonna catch someone so. For everybody listening out there. You know, my weakness is tacos now you mentioned.
Speaker 1:
You mentioned something else that I want to latch on to you. You it was a mistake, but it's relevant. You said you hand them your business card. Well, and and there's an opportunity to reward people in different ways. Get your employees to out there by Be having them hand out business cards where they go, and the best way to do that is through an employee referral program that you'll compensate your employees for. You have potential to have a army of recruiters out everywhere in the world at Restaurants where they go on weekends, parties, family gatherings, and you want people looking for those great candidates who would be a potential Good fit for your company. So reward your employees for doing that and arm them with the tools that they know how to identify candidates or what you're looking for, and then what to do about it. That's equally important.
Speaker 2:
Let me tell you how, how awesome that works. Right it, because you know it's, it's, it's. I'm doing my own thing. Now I've got clients from an HR perspective and what I put out there a couple of years ago I told people. Only then it as a matter of fact, with all of my contacts hey, I'm looking for clients. If you bring some time, here's what I'm looking for. He, here's what I can help with. If you're able to bring somebody to me that I ink a contract with, I'm gonna give you 5% of that. Sure, why?
Speaker 1:
not I'm not right.
Speaker 2:
My last three clients were just like that. Just like that. Somebody who, who, who brought, who made the introduction, we ink paper and next thing you know, they get a 5% in perpetuity.
Speaker 1:
So it works well. Yeah, you're leveraging your network in a creative way and if the the more eyes and ears you have working on your behalf in this Recruiting effort, the better, whether it's it's business development, like you're doing, or recruiting candidates Because, again, these candidates are hidden all over the place. They're not waving their hands saying, hey, come recruit me. You have to go find them, and so the more again I don't know a better way to put it eyes and ears you have looking for them, the better off you're going to be.
Speaker 2:
That's right and and Pete, and the best way you can do that. Yes, it is linked in, but there's other platforms out there too. Right, there's YouTube, there's Twitter, there's Facebook. You have to use your social media from a recruits perspective to tell your company story. Folks do not underestimate the power of storytelling. People resonate with that.
Speaker 2:
Right, as if you have a Candidate that's not looking or somebody who's not looking, you really want to get their attention right. Tell them the company story right, see how authentic it is. Right, you're not gonna resonate with any, with everyone, but you're gonna resonate with the right people. Right, if you're able to pull somebody away from the current job just based on your company story and the core values, you're gonna have somebody who's gonna stick around versus somebody who's looking for a job and they're willing to kind of, I guess, mend or bend their, their I don't want to see morals right, but what they're looking for just because they need a job. Right then, and there I think the passive recruiting route, although takes longer, is more time-consuming and you get more Projections. The opposite side of that is you get somebody who's gonna stick around for a long time and they're there for the right reason there's a there's a concern rightfully so with hiring managers.
Speaker 1:
When someone is Desperate and maybe that's a strong word but someone is on the market, on the clock to find a job, they're very, very eager and they are, let's say, overqualified on paper for the position that they're Applying to. Maybe they've made significantly more money in previous roles but they're willing to take a pay cut. Maybe their span of control or responsibilities or job titles were significantly Bigger than the role that they're applying for. Managers will be skeptical of that, they just will. And in its trust me is Few words. Worse, as a third-party recruiter that I hear.
Speaker 1:
Then the candidates overqualified, because by response to all that initially is what? What do you mean? They're too good for the job? But? But we know that it means something different, means that the person who's doing the hiring is Skeptical of the candidates willingness to stay for the long term. That's really what it comes down to. So again, a passive kid kind of takes that consideration off the table where you're going after them and Can I don't want to say convinced, because I don't say then get anyone should try to talk anyone to taking a job ever. I don't think that's that's doing it the right way, but present an opportunity that they Didn't know they were interested in. Right, and they see it and say, wow, that's reason for me to leave Again. I'm going to run to something, not away from something. Big difference, big difference.
Speaker 2:
Isn't that a definition of convincing them?
Speaker 1:
No, convincing, I think, has more and, I guess, persuading. I don't want to persuade you, I don't want to talk you into something. I want to lay the facts out and make sure that it's a good batch and if I'm doing it right as a recruiter, I first, by contact you, ricky, I will say what is interesting. Now it's a little different. You're a passive candidate, so I have to lay out the opportunity for you, for sure, but if, but, I want to me. I don't want to Exaggerate it, I don't want to only highlight the the good parts as a recruiter. And so, trust me, if a good recruiter can do all of those things to convince someone. But I don't want to convince, I want you to convince, be convinced on your own, based on your understanding.
Speaker 2:
That's a good situation. That's a good point, because something you said in in in my years in Knowing you that I really that resonate with me, is that you don't. You don't, even for somebody who's now past, who's actively looking, right, even with somebody who's actively looking you, I don't want to see you try to talk them. Well, yeah, you do try to talk about it, absolutely right. You try to talk them out of it. Do you use you didn't use that scene rationing off for somebody who's past it, right? I mean, you don't talk them out of it. There's nothing to talk about up.
Speaker 1:
Well, you want to lay out the the reality. That's what it is to me. I want to because, as a recruiter, I'm not incited to Get you to be interested in the job.
Speaker 1:
Take an interview, even accept the job. I want it to end well. I want you to be happy in that job and I want the my client to be happy with you, and the only way to do that, in my opinion, is to get all the bad stuff on the table. Just like any relationship, if you're going to someone's going to get married, they, they should. They should see the worst of the person they're going to marry, right, Let me tell you about Spain.
Speaker 1:
I Is an old joke when I was in the Marine Corps, so so that's maybe price up and for off the camera, but but I do. I want to see you. What was that meme that was going around a year or two ago? If you, if you, if you, if you love me at my worst, or if you don't love me at my worst, you don't, you don't deserve me at my best and. I'm so always put that bad stuff on the table but Don't convince. I don't think that's how it?
Speaker 1:
would go. So just a couple other more things before we wrap up. This is time intensive and resource intensive. We alluded to that earlier. You might need, if you're a corporate Hiring manager or talent acquisition team, you might need to engage a third-party recruiter for this, because here's the difference. There's a number of differences, but this is a big one Third-party staffing companies and recruiting firms. All they do is recruit, that's it. It is Blinders on.
Speaker 1:
I'm on a mission to find the candidate, so I have lots of time to dedicate to that effort. When I'm in corporate, I have lots of other responsibilities. I have to be that good corporate citizen. I have meetings to go to. I have other things that I get pulled into. I'm typically part of an HR department, and all those Considerations that go along with being an HR take time away from straight recruiting. The other thing that I've noticed others exceptions to every rule, ricky, but I think you'd agree most TA folks end up having a whole lot of positions are recruiting for, relative to a third-party recruiter who's usually more laser focused on a limited number of positions. So I I think that ability to passively recruit for most corporate recruiters just isn't practical.
Speaker 2:
It's not, it's not, and my thing with that is it's you again. You have to find the right strategy for what your goal is right, and obviously the strategy for active recruiting is not necessarily going to work with your strategy for passive recruiting. But, Pete, one thing that I really wanna focus on, that I love about a passive recruiting is you have to engage in the people you've worked with before and nothing happened with it, right? If so, let's say we're in January, January 2023, right, and I was talking to two or three candidates that's a recruiter talking to two or three candidates trying to play some of the job, and that didn't work, right? So now, 10 months later actually 11 months later, because right now we're in November right, and now we have this, another open position.
Speaker 2:
Who says you cannot go back and contact those previous candidates? You have an established connection, you know who they are, they know who you are. The trust doesn't have to be reestablished, especially if you, as a recruiter, have been constantly posting stuff out on LinkedIn, where you see them or, excuse me, they see you on a regular basis. It'll be a no-brainer for them to reach out hey, Ricky, how's it going? Yeah, I'm doing great at this job. And that's when you just start your charm. You start your pulling back in that reel and see if anything bites.
Speaker 1:
I was wondering what you were doing there. Let's start your straight in your tie for a second there. Ricky, I was trying to. I lived in Florida.
Speaker 1:
I've been fishing twice and I'm from Puerto Rico. I'm glad you brought that up, because I know that you're such a big believer in building a pipeline that it would be remiss to not mention that, and so I'm glad you did and that if you go through a recruiting effort for one opening, there's probably a lot of qualified candidates, attractive candidates that didn't get the job, so of course you wanna go back to them. That's a great I mean such an important and powerful step in the recruiting process. It's probably overlooked a lot.
Speaker 2:
It is. It is because I look at recruiters and this is gonna come off wrong. So hear me out, hear me out.
Speaker 1:
Oh, so you're gonna offend me Am.
Speaker 2:
I prepared to be offended. So I look at recruiters like car dealers, like a car dealer. I will not buy a car from a car dealer that I don't trust. I will not buy a car from the person that I don't trust, Even if this is gonna cost me 5,000 more than another dealership. I have to trust that person.
Speaker 2:
So me, as a candidate, I have to trust that recruiter, especially if I'm working right now and you're showing me all these other opportunities somewhere else. If I'm gonna take those opportunities seriously, I have to trust you for me to give you my time. So what does that mean for a recruiter? You have to invest a time every week consistently to build that trust, to build your brand, Auto-linked in social media. That way, when you start tapping and shoulders, start having those conversations, they kind of know who you are right and they're just trying to figure out who you are. And the more easier it is for them to get into your trusting grace is the easier it's going to be to place that person in case they don't have the happiness where they currently are.
Speaker 1:
So not all, I'm sorry, go ahead.
Speaker 2:
No, please. Well, I was gonna say so. If you do that as a recruiter, it does two things right Passively it fills the position you're currently looking for right now, but also even the people who don't work out. Then you keep in contact with them because you never know if you're going to meet that skill set next year. So just because the position is filled, it doesn't mean you should stop passively recruiting.
Speaker 1:
Well, that's the only thing to continue. And you make a great point that not all recruiters people have or sometimes skeptical of working with a recruiter they don't trust. They're just like when they're buying a car. They have a lot of people skeptical of a car sales person and they probably have good reason to be based on previous experiences. But in many cases it's just that perception that has to be overcome and that's incumbent upon the recruiter. You have to give that candidate a reason to trust. You Don't assume that you're going to be granted that trust going in.
Speaker 1:
You have to earn it, but you don't have to earn it, and this is the point that I think we've made. It hopefully is resonated. You can lay the foundation for building that trust prior to engaging with anyone individually. So be consistent. Earn a reputation over time and it'll be built over days, weeks, months, years. Put your content out there online and have a brand that is established, for that is synonymous with trust and that will make a huge difference in the recruiting process. So great point to bring up and I think that's probably a great way to wrap it up.
Speaker 2:
I think so yeah, I think we've.
Speaker 1:
I'm not gonna say, have we done it.
Speaker 2:
Am I gonna say it.
Speaker 1:
Have we beaten the horse, Ricky? Ah I think we have, we have to do it, okay. Well, this has been fun, as always. Thank you so much. A fun Monday, wait, wait. A start. Great talking to you as always, ricky, and thank you for listening. We will be back very soon.
Speaker 2:
Henry's hungry. Have a good one. All right, bye shi.