The Art of Identifying and Recruiting Passive Candidates

The Art of Finding and Recrui3ng Passive Candidates Krista Bradford CEO, The Good Search, LLC 203.539.0847

The Good Search Way •  We deliver winning candidate in average of 9 business days. •  The Secret? Inves3ga3ve research. •  Not that special. Every other industry does it. •  Old ideas about research have to go. •  Not name‐gen or laundry lists of target companies and target candidates. •  Ask: “What’s the shortest path to the best candidate?” •  Track real 3me data to be opportunis3c. •  Analyze data to transform it into ac3onable intelligence. •  Con3nually scan the horizon. Look for paPerns to get to the right candidate faster/bePer/and more aﬀordably.

The Good Search Way Target the best candidates. If you target everyone else, you will fail.

The Good Search Way Recommended Resources Inves.ga.ve Resources •  Hoovers •  FEC.gov: Federal Elec3on Commission database •  Job Boards for Resumes •  SEC.gov. Form 8K for (Dice, CareerBuilder, bankruptcy filings. Court filing Monster) creditor lists include lists of employees. •  LinkedIn •  Target Company websites •  Facebook & TwiPer – www.waybackmachine.org •  Professional License Databases Source with status updates •  Patents and Trademark Search •  ZoomInfo www.uspto.gov 3nyurl.com/ygdgx6 •  Broadlook Eclipse & Profiler

FEC.gov hPp://www.fec.gov/ﬁnance/disclosure/advindsea.shtml

FEC.gov hPp://www.fec.gov/ﬁnance/disclosure/advindsea.shtml •  Company •  Occupa3on/Title •  Loca3on: City, State & Zip Tip: Search by name to get home city, state, zip to look up home phone. Tip: •  Some don’t have 3tles

U.S. Bankruptcy Court Creditor List hPp://www.usfn.org/Content/Naviga3onMenu/INDUSTRYRESOURCES/ServicingTopics/ResMAE_Corp_Creditor_List.pdf

VA CPA License Lookup

Google Hacks Hack: Uncover conﬁden3al informa3on in Word, PowerPoint, or Adobe documents on the web using the Filetype:pdf, ppt or doc command.

The Good Search Way Work your sources: •  Current employees •  Company Alumni •  Industry Journalists •  Bloggers •  Analysts •  Luminaries & Rock Stars •  Favorite Professors •  Vendors & Partners •  Associa3ons

Candidate ID Hiring Manager G2 Candidate ID: target the right teams, 3tles, loca3ons Proﬁle the candidates: build bios and ﬁlter. Deliver ini3al IDs to Hiring Manager Priori3ze: Hotlist, Worklist, Rule Out

Write your pitch • Your goal is to create a relationship. • Recruit to an ideal position: “My company would like to find out what would motivate you to make a move at this point in your career. • Recruit indirectly and let them throw hat into the ring, flattering them as source: All paths lead back to you . . .We have a critical xyz search, Seeking world class talent. Your thoughts?

Write your pitch • Every word counts. • Don’t be overly familiar – reeks of SPAM. • While your job is awesome, incredible amazing, don’t use too many superlatives or exclamation points (!!!!) It is insincere. • Don’t give away too much information. Rather seek to intrigue. Leave them wanting more. • Pitch the job first before forwarding a position desc.

How to Pitch: Build a business case

How to Pitch: Build a business case • Help candidate do his due diligence. • First discuss value proposition of your company, then the job. • Check your company press releases for hot company descriptions. • Check Hoovers or Google Finance for numbers to tout. • Compare cost of living with calculators on CNN.com, Salary.com, bestplaces.net. • Compare commutes in Google Maps

Candidate Development Launch Surge – Tag Team to get calls out ASAP Call and email simultaneously. Don’t rely on email alone. Bulletproof your searches with Intelligence Reports. “Stalk” your priority candidates with wit and charm. Try all channels: work, home, cell phones. Facebook. LinkedIn

Map teams as you go in

Advice: Call. Seriously. Call. The reason most recruiters fail is they don’t call. You’re the maker of dreams come true. “No” doesn’t always mean “no”. Create a real rela3onship. Don’t be transac3onal. If they’re a fit, immediately start screening them. If they’re not a fit, offer to help them and then source.

How to implement •  Sourcers: Cri3cal thinkers who are research experts (i.e. library science or journalism majors). •  Recruiters: Operate more strategically. Focus on ﬁltering, priori3zing, networking to gather cri3cal intelligence from the ﬁeld. •  Managers: Serve as generals in war for talent. Sit in “war room”, examine real 3me intelligence, set strategy, direct troops.

Ques.ons? Krista Bradford CEO, The Good Search, LLC 203‐539‐0847 Krista.Bradford@TheGoodSearchLLC.com

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The Art of Identifying and Recruiting Passive Candidates

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