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eProNet CEO on Passive Candidate Recruiting

"One result of the tech and Internet economy downturn is a heightened awareness of risks in taking a new job. While layoffs may loosen the overall labor pool and active job seekers may increase, the really special candidates who can change your company’s essential team have a tendency to stay put in tough economic times," Chan observed.

"At eProNet, we call these passive candidates ‘Golden Needles,’ and recruiters rarely find them in haystacks of mediocre resumes. To woo these Golden Needles in 2001, bold and creative recruiting tactics will be required." Chan offers these tips:

1. TREAT LIKE ROYALTY. One service organization pursuing a golden candidate on the opposite coast had the Chairman of the Board make the first direct call to the candidate. The candidate was picked up at his door by limo and flown first class to New York City and lodged in the junior suite of a prestige hotel overlooking Central Park. The prospect took the job. Two weeks earlier, he did not even know he was a prospect.

2. INFLATE THE TITLE. For a candidate to leave one job for another, it must be readily apparent that the move was upward. A top candidate, unlike an active seeker, rarely leaves for a lateral post. How would she justify her departure to herself or co-workers and colleagues? Be open to granting the candidate the title she wants.

3. QUANTIFY THE IMPACT. Key hires need to feel their jobs are essential to the company's mission. Clearly describe how the candidate will affect revenues, expenses, processes, quality and culture of the company.

4. CHALLENGE AND REWARD. Top recruits love challenges. Often, the bigger the challenge, the more inspired they are to take the job. At the same time, their contributions must be rewarded. Compensate them generously for delivering huge results - or risk losing them to another, more savvy, employer.

5. SELL THE DREAM. What is your company's vision? How is your company going to change the world? Why would great people want to work there? You have to sell the dream and show your own passion. Golden Needle candidates want to live the dream.

6. FIND THE SPECIAL PERK. Determine something out of the ordinary your company can offer. One recruiter got tickets to the U.S. Open for a candidate who loved golf - and closed the deal just as Tiger Woods sunk the putt on the 14th hole.

"When you think about it, the cost of any of these activities is trivial compared to the potential impact the candidate has on your company’s future," said Chan. "I predict that bold, creative offers will make the difference between the companies who land decent hires and those who snag the industry’s top candidates in 2001."

Andy Chan is currently president and CEO of eProNet, an online recruiting and career management network for the country’s top university alumni associations. eProNet offers employers direct online access to a unique database of qualified, mid-level and senior technology, science and business professional candidates built on exclusive relationships with the alumni associations of top U.S. universities including Stanford, UCLA, MIT, Yale and Columbia. Employer access to the eProNet candidate pool is subscription-based and available at www.epronet.com.

This is an abbreviated version of the corresponding content from our popular Advanced Online Recruiting Techniques course, explaining methods and resources applicable to recruiting in any industry, function, geography or level. Learn more about or register for our live seminar or online course! Or return to free sample content.