You've got your search techniques down. You've figured out how to find exactly the right people—and yes, they're happily employed. How, then, do you get them talking or handling their objections? Learn more from Lou Adler's session at Talent Connect London 2013. Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj

1. Lou Adler’s
The Basics of Passive Candidate Recruiting

2. #intalent
Passive Candidate Recruiting
Applicant Control
Recruiting is getting the candidate to
sell you!
Convert Job into Career
Close on career growth, not
compensation
Think Backwards
Scarcity vs. Surplus
Persist – No NOs!
High Touch plus High Tech

3. #intalent
Scarcity vs. Surplus
Surplus – Weed Out the Weak – Active – Best Who Apply
Have
Get
Do
Become
Scarcity – Attract the Best – Passive – Raise the Talent Bar

4. #intalent
Where is Your Candidate?
Change in Growth, Impact, and Satisfaction Over Time
83%
40%
40%
Explorers
17%
15%
15%
Tiptoers
Career Move Better Job
9%
9%
Searchers
Good Job
8%
8%
Networkers
Lateral
Hunters
Any Job
Super
Super
28%
28% Passive
Passive
2011 LinkedIn Survey – 4,550
fully-employed professionals

5. #intalent
Getting the Right People on the Bus
 Driver – Passenger – Backseat – Driver
 Craft the destination in the 10-minute call
 Overcome concerns and objections
 Get the candidate to sell you!
 No NOs!
 Applicant Control

6. #intalent
PCR Rule #1: Drive Slowly!
Sell the next
step, not the job!
No – Maybe – Yes

7. #intalent
The Basic Recruiting Call
“Let me ask you candidly, would you be open to explore a new
career opportunity if it was clearly superior to what you’re
doing today?”
Recruit 1st, Network 2nd
Vague title
Ask 99% question
Get candidate to talk 1st
Overcome objections
Engage 5-10 minutes
If not appropriate, diplomatically switch &…
Connect on LinkedIn and search their connections!

8. #intalent
Bridging the Gap
Criteria to Engage
Title – Company
Compensation
Location – Job
Day 1 vs. Year 1
& Beyond!
Criteria to Accept
Career Opportunity
Job & Impact
Hiring Manager – Team
Comp – Work/Life
Company/Culture/Mission

9. #intalent
Convert Job into Career
Seek Out Differences
Impact
Size, Scope, Scale
Role, Impact, Visibility
Growth Rate
Company, Industry
New
New
Growth
Growth
Current
Current
Present Potential
Move slowly
Not transactional
Describe 30% Solution
Gain concession
Stretch
Stretch
Time
The 30% Solution =
Stretch + Growth + Total $$ =
>30%

10. #intalent
Show Me the Money
 Let’s be frank. If the job doesn’t represent a career
move, then it doesn’t matter what the compensation
is, so…
 Let’s find out if the job is potentially a career move,
and then we can figure out if the compensation
works.
 Worse case we can network, and stay in touch for
future opportunities.
$

11. #intalent
Can’t Get No Satisfaction
 Before I get into the comp, I’d like to ask you a
question…
 Consider the best job you’ve ever had.
 Was satisfaction due to job or comp?
 So let’s first see if….

12. #intalent
That’s Exactly Why We Should Talk
 There’s a cost to not look. Time is your most
critical asset. There’s a trade-off between security
vs. growth.
 There’s a risk to stay put (discuss!)
 On the chance that the job I’m representing offers
a significant career move, wouldn’t it make sense
to talk 5-10 minutes?
 Worst case, we can stay in touch, and network for
future opportunities.

13. #intalent
Getting to Yes – Find out the NOs
 Be direct – ask!
 What would prevent you from moving to the next step?
 Close upon a concern
 Feel, felt, found
 Take away to determine interest
 Shorten the next step
 Don’t take “no” for an answer  persist

14. #intalent
Passive Candidate Recruiting Basics
 Attract In vs. Weed Out
 Applicant Control – Get
Candidate to Sell You
 Persist – No NOs!
 Identify & Address Concerns
 Convert Jobs into Careers