5 Mistakes Agency Recruiters Make with Passive Candidates

In the new DG Recruit Podcast Episode 154, I go over 5 mistakes agency recruiters make when it comes to dealing with passive candidates.

Hear the whole episode here but in a nutshell, it's these 5:

1. Immediately jumping off the phone the minute a candidate says they're not considering a move.

This is the biggest mistake right off the bat.

Passive candidates, by definition, are not actively looking!!!

So it's completely normal for them to say they're not seeking a role.

Too few push through to the rest of the call.

Most will just ask the candidate "when do you want to check in again then?" completely missing the window of opportunity to build a relationship and rapport.

Instead, this should be music to your ears. You want to work with passive candidates and leverage this time to build the relationship, well before they're seriously considering a move.

This leads to the next mistake most agency recruiters make with passive candidates which is:

2. They don't ask push/pull questions.

In order to understand a candidate's psyche and openness/motivators to move, smart open questions need to be asked centered around two categories:

• Push factors - what are the dynamics pushing the candidate out of their role, that are upsetting to them, that they don't enjoy about their current role. This is used when there are clear negative drivers for them wanting to potentially consider leaving.
• Pull factors - what are the dynamics that would pull a candidate out of their existing role (usually it's external, something they're not getting in their current role). This is used when the candidate expresses happiness and satisfaction in their role.

Get comfortable jumping from push to pull in order to get an understanding of what may influence the candidate's mindset as to their role and exploring new opportunities.

3. They do not stay in touch via the Golden Loop.

I teach the Golden Loop method where you stay in touch at least once a month.

Some people want to argue with me and say it's too often so they'd rather check in once half a year or once a quarter.

Now, I don't know about you, but I won't remember anyone if they're only checking in at such rare and infrequent time intervals.

Once a month is much more reliable. This is why top billers adhere to the Golden Loop method of checking in ONCE PER MONTH.

Half the time your candidate/client may not get back to you but at least you tried reaching out once a month.

4. Sell them on why they need to be looking when they're passive.

Often, recruiters are transactional so they don't bother staying on the phone long enough to educate the candidate and change their paradigm.

In this podcast episode , I share a number of word tracks that train the candidate on understanding why they need to passively investigate new opportunities.

This is the "sales" part of our job.

You're doing yourself and your candidate a disservice if you don't explain this to them. It's for their own benefit to evaluate opportunities when they have the MOST amount of bargaining power.

This is how headhunters get their passive candidates those 20-50% pay bumps.

They just don't get it until you explain it to them. So do the work, educate your candidates!

5. Most headhunters don't give their candidates an "out".

Quite often, candidates misunderstand the headhunter's role and feel guilty should they ever change their mind or dislike the opportunity along the way.

Most passive candidates (who by nature are more likely to be risk averse) will avoid conflict if given the opportunity to do so.

They would rather go along with the process than speak up 9 times out of 10. After all, it's natural for risk-averse people to prefer avoiding confrontation.

This leads to wasted effort and processes that went on longer than they should've.

It's not the candidate's fault. Again, the issue lies with the headhunter's process.

To combat this problem, headhunters NEED to give their candidates an "out" clause by educating them beforehand to encourage transparency during the process.

Let your candidate know that it's not going to kill your relationship with them should they decide not to pursue the role.

When you give your candidate options on how to gracefully exit the process, they'll do so with confidence instead of withholding their opinions due to fear of disappointing you.

Always encourage the candidate to be upfront with you and explain how you work so they can feel comfortable doing so!

Bonus tip: Deepen the relationship well before the candidate is ready to make a move.

Predictably, many recruiters only want to speak with candidates who are actively seeking to leave their role. They think in short term increments so this makes sense.

However, what they don't understand is that candidates in that boat have no loyalty.

This leads to more angst and less odds of placing said candidates.

They'll screw you over easily and leverage you for everything you're worth with little care to your wellbeing because they have no real relationship with you other than a very superficial and transactional one.

The solution?

Build relationships with true passive candidates instead.

They will adhere to your processes, give you the loyalty and exclusivity you desire, and allow you first crack at representing them.

Instead of competing against loads of people vying for active candidates, be one of the rare headhunters working with passive candidates.

TLDR:

I love working with passive candidates. I prefer a solid passive candidate over active candidate any day and most days.

In fact, they're 90%+ of my placements across any desk I'm working.

They're the best candidates that the clients all fight to hire.

They have the most amount of bargaining power so you can get them the best packages (hence higher fees).

They're also the most appreciative of your role in the process and will adhere to your recommendations.

Master the passive candidate and you'll master any niche candidate-driven market.

Dandan is a headhunter for agency recruitment and sales professionals, recruitment and sales trainer, and real estate investor. Join her next coaching event at dandanzhu.com and check out the DG Recruit Podcast for the full breakdown.