Are you Actively Searching or Passively Hoping?
Technology is a wonderful tool. For instance, today, almost every person has some sort of technology gimmick in their right hand while organizations, businesses and/or not for profits have their own websites and landing pages. They also often have a Facebook page where news and events are regularly posted in order to keep clients and/or customers up to date.
However, from a recruitment perspective, instead of developing a marketing campaign for their candidate searches, many corporate recruiters are simply listing jobs on their website and hoping for the best. At the same time, they have implemented specialized software to accept and screen submitted resumes through “key word” technology. Fast, efficient but not often successful! Why is that?
The reason is that many highly qualified candidates are simply not roaming around the internet looking for a new job. In fact, these individuals, referred to as “passive candidates” are most often very happy in their current roles, are not even aware of other opportunities and are definitely not looking for something new. As one can imagine, it will take a good deal of effort to interest them in another opportunity.
Marketing to a passive client requires that organizations need to pay special attention to ensuring they have accurately defined the job and the credentials required. This means reviewing the current job description to determine if there are any changes required so that the job is directed toward the future. Often, many clients neglect this key aspect of recruitment, and simply repost the existing job profile. Once this is complete, it is important that a discussion take place to discuss and describe the competencies required for the job and to establish the selection criteria upon which the search will be conducted.
The executive search process that is used at Legacy Bowes, concentrates on the various organizational relationships the new incumbent will encounter. By closely examining the organizational culture and reporting relationships, the discussion can then focus on whether or not changes are required in this area. If so, this information impacts the selection criteria. Once these are crystallized, the focus is on creating a picture of the organization, the company brand, and the “why” that someone should be interested in the opportunity.
Now the real research begins and where the Legacy Bowes practice differs from that of a corporate recruiter. As mentioned earlier, passive candidates are not looking for a job. This then requires that our researcher associates literally “research and locate” and list potential candidates that could indeed be interested. They then approach, present the individuals with the opportunity, and send documentation for their review. If the individuals have any inkling of interest, our research associates use their sales skills to discuss the opportunity on the telephone and to “sell” the potential candidate on the job. It is only at this point that an individual will forward their resume for consideration.
The next steps include a series of thorough screening and interview strategies, psychometric assessments and other evaluation tools culminating in a selection of candidates to be presented to the client. At this point, another series of screening activities occurs until the client selects their chosen candidate.
However, finding and selecting a finalist candidate is only one part of a successful recruitment. Whereas, it is well known that 40% of new executives are pushed out, fail or quit within the first 18 months, the next important step in my process is assisting the candidate to assimilate into their new role. This strategic coaching process over the first three months of employment assists new leaders and their hiring organization to quickly leverage each other’s strengths to ensure mutual success.
Our six step onboarding process provides checklists, tools, techniques and personal coaching to assist the new leader to gain comfort with their new surroundings. Our philosophy is that the sooner the new leader can grasp their new role, the more quickly they can take the reins and lead their new organization forward.
Technology is a wonderful tool that provides a significant complement to the recruitment and selection process and I take advantage of everything it offers. However, in my view, success comes from applying personal professional expertise in shepherding a recruitment and selection process, intervening at the correct moments and ensuring the interpersonal and cultural fit is secure.