Tips and Tricks for Interviewing Passive CandidatesTips and Tricks for Interviewing Passive Candidates Presented By: This manual was created for online viewing. State specific information

Tips and Tricks for Interviewing Passive

Candidates

Presented By:

This manual was created for online viewing. State specific information in this manual is used for illustration and is an example only.

mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-802-1131email: [email protected] • website: www.lorman.com • seminar id: 405029

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP FellowRothwell & Associates, Inc

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Tips and Tricks for Interviewing Passive

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mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-802-1131email: [email protected] • website: www.lorman.com • seminar id: 405029

Prepared By:William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow

Rothwell & Associates, Inc

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William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow

Email: [email protected]

Tips and Tricks for Interviewing Passive Candidates

©Copyright 2018 by William J. Rothwell

1

2


Opening PollHow many of your organizations:• Are only exploring how to recruit and interview

passive job candidates?• Occasionally interview passive job candidates

but take no real steps to identify them? • Regularly interview passive job candidates?• Have developed a long-term strategy to recruit

and pursue passive candidates?• Have no idea what I mean by a passive

candidate?

Introduction


3


Overview

(Problem) In a full employment economy, employers face tough challenges in recruiting people. Sometimes the best candidates are not eager to leave their current jobs and must be wooed in special ways. (Solution) This live webinar helps employers find such passive candidates and interview them.The live webinar also explains how to open such an interview, continue the interview, close the interview, and follow up repeatedly after the interview to woo the best applicants. The webinar will cover how to overcome key mistakes in recruiting passive candidates and secrets in finding and wooing them.


ObjectivesUpon completing this program, participants will be able to: Define the passive candidate

Describe what is different about a passive candidate compared to an active candidate

Discuss how to open, conduct and close interviews with passive candidates

Explain important secrets in dealing with passive candidates

4


Session OrganizationI. Defining and understanding the passive candidate

What is a passive candidate?

How should a passive candidate be treated differently from an active candidate?

What is different about a passive candidate, and how can that difference work to a recruiter’s advantage?

How do you find passive candidates?

II. Initiating the interview with the passive candidate

Why is the opening so important?

How can an interview opening with a passive candidate be conducted?

What common mistakes are made in interviewing passive candidates, and how can those mistakes be avoided?

III. Conducting the interview with the passive candidate

How can recruiters keep interviews going?

What are the best follow-up and follow-on questions to ask passive candidates?

What mistakes are usually made in conducting interviews with passive candidates, and how can those mistakes be avoided?

IV. Closing the interview with the passive candidate

How can recruiters close out interviews with passive candidates?

What are common mistakes in closing out interviews, and how can those mistakes be avoided?

V. Secrets in dealing with passive candidates

List of secrets and what they mean

How to use the secrets


About the Presenter

5


About the Presenter


About the Presenter

6


About the Presenter

Part I:Defining and Understanding

the Passive Candidate


7


Overview of This PartThis part focuses on these issues:

What is a passive candidate?

How should a passive candidate be treated differently from an active candidate?

What is different about a passive candidate, and how can that difference work to a recruiter’s advantage?

How do you find passive candidates?


What is a Passive Candidate?A passive candidate:

Is an individual who does not actively seek employment with an organization

Can mean a highly-talent person

8


How Should a Passive Candidate Be Treated Differently from an Active Candidate?

Passive candidates:

Are not “hungry”

Most likely have good jobs already

May have personal reasons to stay where they are


What Is Different About a Passive Candidate, and How Can That Difference Work to a Recruiter’s Advantage?

Passive candidates are different from traditional job applicants in that they:

Lack a sense of urgency about making a move

May already be perfectly satisfied where they are

May have different motivations

9


How Do You Find Passive Candidates?

Source passive candidates by: Looking at LinkedIn Checking out other social media sites Doing a web search based on topic Checking Amazon for authors Asking best-in-class employees in your own

organization Can you think of other ways to source passive

candidates?

Part II:Initiating the Interview

with the Passive Candidate


10


Overview of This PartThis part focuses on these issues: Why is the opening so important?

How can an interview opening with a passive candidate be conducted?

What common mistakes are made in interviewing passive candidates, and how can those mistakes be avoided?


Why Is the Opening So Important?

Describe the opening’s importance to passive candidates because the nature of the challenge may be of interest to them and could lead them to consider it

Think about your organization’s employment brand and the internal brand of the department in which the position is located and use that information to relate the nature of the vacancy to passive candidates

11


How Can an Interview Opening with a Passive Candidate be Conducted?

Open by asking the passive candidate to describe a time when he/she was particularly motivated in the work he/she did

What happened (in detail)? When did it happen? Where did it happen? What made it so motivating? The information you gather from this question may

provide valuable information about how to “pitch” the vacancy


What Common Mistakes Are Made in Interviewing Passive Candidates, and How Can

Those Mistakes Be Avoided?

Common mistake 1: Assuming that money is the chief motivator for everyone (it is not)

How to avoid the problem: Get clear what motivates the person you are interviewing and relate the vacancy to the person on that basis

Common mistake 2: Assuming that everyone has the same definition of a talented candidate

How to avoid the problem: Consider the source of how you surfaced the candidate

12

Part III:Conducting the Interview with the Passive Candidate



Overview of This PartThis part focuses on these issues: How can recruiters keep interviews going?

What are the best follow-up and follow-on questions to ask passive candidates?

What mistakes are usually made in conducting interviews with passive candidates, and how can those mistakes be avoided?

13


How Can Recruiters Keep Interviews Going?

Keep the interview going by describing the vacancy to be filled and the key skills that working in the vacancy will build (in other words, how will a worker gain professionally by doing the job?)

Ask about the person’s long-term career interests and goals and then make an effort to relate the vacancy to the individual’s aspirations

Encourage the interviewee to pose questions


What Are the Best Follow-up and Follow-on Questions to Ask Passive Candidates?

What do you most want out of your job? Your career? What challenges do you feel you need to help you

grow professionally? Who is your mentor (or mentors), and what advice

have they given you for next steps in your career? What motivates you in daily challenges, and what

demotivates you daily? What would it take to convince you to join us?

14


What Mistakes Are Usually Made in Conducting Interviews With Passive Candidates, and How

Can Those Mistakes Be Avoided?

Common mistakes in conducting interviews with passive candidates: #1: Assuming the person wants to fill the vacancy #2: Assuming the person is motivated by money or by

career advancement #3: Assuming that everyone wants a management position #4 : Assuming that person is eager to leave his/her position Avoiding the mistakes means taking steps to avert making

these assumptions

Part IV:Closing the Interview with

the Passive Candidate


15


Overview of This PartThis part focuses on these issues: How can recruiters close out interviews with passive

candidates?

What are common mistakes in closing out interviews, and how can those mistakes be avoided?


How Can Recruiters Close Out Interviews with Passive Candidates?

Explain when the person might hear about a decision or about next steps (and make clear what the next steps are)

State the key benefits of joining the organization and taking the job

Avoid overstating the benefits and turning the interview into a public relations stunt (be realistic)

16


What Are Common Mistakes in Closing Out Interviews, and How Can Those Mistakes Be Avoided?

Common mistakes in closing out interviews:

Forgetting to discuss next steps

Forgetting to “ask for the sale”

Forgetting to leave the door open for the future—and beyond the current job opening

Part V:Secrets in Dealing with

Passive Candidates


17


Overview of This PartThis part focuses on these issues: List of secrets and what they mean

How to use the secrets


List of Secrets and What They Mean

To be effective in recruiting, recruiters must:

Think beyond common approaches such as e-postings and website listings of jobs

Not assume that everyone is eager to work for the organization

Not assume that everyone is eager to work

What other mistakes can you think of?

18


How to Use the Secrets

Be creative

Involve your organization’s superstars in finding ways to reach passive candidates

Examine where you got superstars in the past and try to mine that source

Tie recruiting messages to sales messages

Conclusion


19


SummaryYou should now be able to: Define the passive candidate

Describe what is different about a passive candidate compared to an active candidate

Discuss how to open, conduct and close interviews with passive candidates

Explain important secrets in dealing with passive candidates


Final Questions

20

Notes

Documents

Tips and Tricks for Interviewing Passive CandidatesTips and Tricks for Interviewing Passive Candidates Presented By: This manual was created for online viewing. State specific information