How to Find and Attract Top Talent

The Hiring Secrets Recruiters Don’t Want You to Learn

3 Types of Candidates

1. Word of Mouth(the whisper)"

2. Active (the hunter)"

3. Passive (the hidden gem)

The WhisperWord of Mouth Candidate "

• Pro: They come highly recommended or endorsed

• Con: They let their network know of their availability only when there’s a problem—Out of work or unhappy with work

(Most will refer with no consideration of the skill or talent needed to fill the open position but as a favor to the person being referred)

Active Candidate"

• Pro: You’ve publicly let people know you’re hiring which is like “open season” for job hunters

• Con: You’ll zero in and have to sift through many more unqualified candidates than qualified ones

(Can be a huge waste of time and is why smart business owners avoid it)

The Hunter

Passive Candidate (Best)"

• Pro: They’re good at what they do. Very skilled and currently employed (Loyal)

• Con: It requires skill and hard work to find, engage and encourage them to join you

(They’re worth all the effort you can afford to secure them for employment)

The Hidden Gem

Source:"http://www.forbes.com/sites/mikemyatt/2012/09/27/the-1-reason-companies-make-bad-hires/

The True Costs of a Bad Hire

Source: "http://www.nbrii.com/resources/infographics/nbri-infographic-thecostofabadhire.png

Average Hiring Costs

Total = $32,500

$500 Advertising Expense

$2,500 Interview Costs

$7,500 Hiring Costs

$22,000 Training Costs

Exponential when hiring more than one :(

Source:"http://www.businessweek.com/smallbiz/news/coladvice/book/bk981106.htm

Hire the Best

• Your time is best spent interviewing passive candidates

• They’re better employees, stay longer and require less handholding—which is why they're employed

• This will free up your time to focus on what you do best for your company

Passive"79%

Why Focus on Passives?

Active"21%

• Because there’s more of them out there

• 33% of Passive Candidates are looking for challenging work

• 21% of them are less likely to need recognition

• 17% of them are less likely to need skill development

Source:"http://theundercoverrecruiter.com/infographic-how-to-recruit-passive-candidates-online/

How Top Recruiters Persuade "the Best Passive Candidates

• Tip 1 - Know Exactly What You’re Looking For

• Tip 2 - Position Your Job as a Career Move

• Tip 3 - Master the Art of the Approach

• Tip 4 - Use the Pull/Push Method

Tip 1 - Know Exactly What You’re Looking For

• Get real clear on performance objectives and how they play into your company’s strategy and mission

• Look for people who already know your ideal candidate… They work with them or have contact with them

Tip 2 - Convert Your Job into an Exciting Career Move

• Exploit things like better job title, greater flexibility, increased compensation, career trajectory or some other exciting feature

• Avoid using stiff skill-infested job descriptions and focus on behavior and culture

Tip 3 - Master the "Art of the Approach

• Recruiting is a lot like dating. You need to take it slow and have patience.

• Start by asking, “Would you be open to exploring a new opportunity if it were clearly superior to what you're doing today?”

Tip 4 - Push/Pull Method

Pull Them Toward You "

• Describe a major performance objective and ask if they’ve done anything similar

Push Them Away"

• “I’m a little concerned that you don’t have enough (desired skill you’re looking for) for a company as (adjective) as ours. Despite this, can you tell me about your biggest (skill you desire) accomplishment?”

But Be Careful…"You have a very small window in which to make your mark

Your 3 Week Window

Interest

Time

High

LowWeek 1 Week 2 Week 3 Week 4 Week 5 Week 6

Sweet Spot Cool DownWake

Up

If they haven’t signed with you by this time, chances are you’ve lost them.

How Long Does It Take to Find and Engage Passives?

A good recruiter can reach out to their networks and get someone interested in taking the next step almost immediately

How Long Will It Take You?

• It’s a refined process to get passive prospects interested in what you have to offer them

• How long have positions remained open in your company? (If only going after passives this could be longer if doing it on you own)

• Wouldn’t it be easier to sit back and review virtual interviews of passive candidates as they come in?

This is Why Expert Recruiters are Worth their Weight in Gold

Your Time is Limited• Time is a precious resource

• CVirtual offers the correct blend of passive and active candidates to take Virtual Interviews to save you time and money in the hiring process

• Virtual Interviews allow each candidate to be asked the questions you would normally ask when conducting an initial interview without having to do so, while still enjoying the results as if you did

Hire Better, "Faster and Smarter

• This is what we do best

• We serve the best candidates the market has to offer on a Virtual Interview silver platter for you to review, invite in for a live interview and hire

• We require no upfront money to get started and guarantee our placements up to 6 months