I received from a friend a link to a conversation regarding one of those pervasive arguments that recently broke into the recruiting world, especially with the eve of the job board. This conversation was on one of those recruiting networks, and my friend thought that I would be interested in it, or maybe she just likes to see me become agitated.. hmm..
Anyways, the disagreement that has been recently ranking the recruiting world? The Passive Candidate; does such an elusive, treasured and valued candidate even exist? Or, is it just a myth created by those old schooled, old timers, but yet, experienced recruiters? Is there REALLY such a thing as a passive candidate, and what exactly is a passive candidate?
You have just spent the last seven weeks doing an in-depth search; provided a short list of outstanding candidates; were persistent with your client to drive the process forward; acted as a therapist to your finalist candidate; and, he gets an offer and accepts the position. CONGRATULATIONS!
The Dreaded GateKeeper! sometimes the phone feels that much heavier because knowing that we have to get by that darn evil person.. the Gatekeeper from Hell. You know the one, the one who always asks the most difficult questions to prevent you from getting to the Prize.. the Potential Client.
No advantage is too small when faced with a difficult search, and there’s simply no reason not to ask for as much help as possible before you begin—especially from your client. Not only do I want to know the sources of all candidates interviewed to date, I also want to know where candidates with the requisite skills might be found, such as competitors, companies with similar products, non-profit organizations, universities, research centers and so on.