Passive Candidate Recruiter Competency Model

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With LinkedIn Recruiter's advanced sourcing capabilities giving everyone the chance to find strong candidates, it's essential that recruiters master the art and science of passive candidate recruiting. Following is the list of 10 core traits we've found essential to hiring top passive candidates. Rank yourself quickly on the scale for each factor. We'll be discussing the results of this survey regularly on Lou Adler's blog (budurl.com/AGlibrary). Each of these topics are covered in-depth at our advanced Performance-based Hiring recruiter workshops (budurl.com/Pbhrec). You can get started by reading Lou’s latest book, The Essential Guide for Hiring & Getting Hired or his Lynda.com program.

Question Title

* 1.
How would you rank yourself on each of these 10 factors?

	Level 1 - Rookie	Level 2 - Not quite there	Level 2.5 - Close, but not consistent	Level 3 - Starter, makes it happen -	Level 4 - All-star - Recognized company leader	Level 5 - MVP - Recognized industry leader	N/A
Makes lots of hard-to-fill placements with top 25% candidates	Makes lots of hard-to-fill placements with top 25% candidates Level 1 - Rookie	Makes lots of hard-to-fill placements with top 25% candidates Level 2 - Not quite there	Makes lots of hard-to-fill placements with top 25% candidates Level 2.5 - Close, but not consistent	Makes lots of hard-to-fill placements with top 25% candidates Level 3 - Starter, makes it happen -	Makes lots of hard-to-fill placements with top 25% candidates Level 4 - All-star - Recognized company leader	Makes lots of hard-to-fill placements with top 25% candidates Level 5 - MVP - Recognized industry leader	Makes lots of hard-to-fill placements with top 25% candidates N/A
Emphasizes networking and referrals to source top tier prospects	Emphasizes networking and referrals to source top tier prospects Level 1 - Rookie	Emphasizes networking and referrals to source top tier prospects Level 2 - Not quite there	Emphasizes networking and referrals to source top tier prospects Level 2.5 - Close, but not consistent	Emphasizes networking and referrals to source top tier prospects Level 3 - Starter, makes it happen -	Emphasizes networking and referrals to source top tier prospects Level 4 - All-star - Recognized company leader	Emphasizes networking and referrals to source top tier prospects Level 5 - MVP - Recognized industry leader	Emphasizes networking and referrals to source top tier prospects N/A
Top of the funnel metrics for passive candidates exceed 75%	Top of the funnel metrics for passive candidates exceed 75% Level 1 - Rookie	Top of the funnel metrics for passive candidates exceed 75% Level 2 - Not quite there	Top of the funnel metrics for passive candidates exceed 75% Level 2.5 - Close, but not consistent	Top of the funnel metrics for passive candidates exceed 75% Level 3 - Starter, makes it happen -	Top of the funnel metrics for passive candidates exceed 75% Level 4 - All-star - Recognized company leader	Top of the funnel metrics for passive candidates exceed 75% Level 5 - MVP - Recognized industry leader	Top of the funnel metrics for passive candidates exceed 75% N/A
Understands real job needs at technical and results level.	Understands real job needs at technical and results level. Level 1 - Rookie	Understands real job needs at technical and results level. Level 2 - Not quite there	Understands real job needs at technical and results level. Level 2.5 - Close, but not consistent	Understands real job needs at technical and results level. Level 3 - Starter, makes it happen -	Understands real job needs at technical and results level. Level 4 - All-star - Recognized company leader	Understands real job needs at technical and results level. Level 5 - MVP - Recognized industry leader	Understands real job needs at technical and results level. N/A
Uses a consultative recruiting process (vs. transactional) spending more time with fewer prospects	Uses a consultative recruiting process (vs. transactional) spending more time with fewer prospects Level 1 - Rookie	Uses a consultative recruiting process (vs. transactional) spending more time with fewer prospects Level 2 - Not quite there	Uses a consultative recruiting process (vs. transactional) spending more time with fewer prospects Level 2.5 - Close, but not consistent	Uses a consultative recruiting process (vs. transactional) spending more time with fewer prospects Level 3 - Starter, makes it happen -	Uses a consultative recruiting process (vs. transactional) spending more time with fewer prospects Level 4 - All-star - Recognized company leader	Uses a consultative recruiting process (vs. transactional) spending more time with fewer prospects Level 5 - MVP - Recognized industry leader	Uses a consultative recruiting process (vs. transactional) spending more time with fewer prospects N/A
Outstanding interviewer, recognizes top talent and gets a vote on whom to hire	Outstanding interviewer, recognizes top talent and gets a vote on whom to hire Level 1 - Rookie	Outstanding interviewer, recognizes top talent and gets a vote on whom to hire Level 2 - Not quite there	Outstanding interviewer, recognizes top talent and gets a vote on whom to hire Level 2.5 - Close, but not consistent	Outstanding interviewer, recognizes top talent and gets a vote on whom to hire Level 3 - Starter, makes it happen -	Outstanding interviewer, recognizes top talent and gets a vote on whom to hire Level 4 - All-star - Recognized company leader	Outstanding interviewer, recognizes top talent and gets a vote on whom to hire Level 5 - MVP - Recognized industry leader	Outstanding interviewer, recognizes top talent and gets a vote on whom to hire N/A
Equal partner with hiring manager throughout the process	Equal partner with hiring manager throughout the process Level 1 - Rookie	Equal partner with hiring manager throughout the process Level 2 - Not quite there	Equal partner with hiring manager throughout the process Level 2.5 - Close, but not consistent	Equal partner with hiring manager throughout the process Level 3 - Starter, makes it happen -	Equal partner with hiring manager throughout the process Level 4 - All-star - Recognized company leader	Equal partner with hiring manager throughout the process Level 5 - MVP - Recognized industry leader	Equal partner with hiring manager throughout the process N/A
Considered trusted career advisor by their top tier passive candidates	Considered trusted career advisor by their top tier passive candidates Level 1 - Rookie	Considered trusted career advisor by their top tier passive candidates Level 2 - Not quite there	Considered trusted career advisor by their top tier passive candidates Level 2.5 - Close, but not consistent	Considered trusted career advisor by their top tier passive candidates Level 3 - Starter, makes it happen -	Considered trusted career advisor by their top tier passive candidates Level 4 - All-star - Recognized company leader	Considered trusted career advisor by their top tier passive candidates Level 5 - MVP - Recognized industry leader	Considered trusted career advisor by their top tier passive candidates N/A
Outstanding closer. Can negotiate offers based on career growth vs. compensation.	Outstanding closer. Can negotiate offers based on career growth vs. compensation. Level 1 - Rookie	Outstanding closer. Can negotiate offers based on career growth vs. compensation. Level 2 - Not quite there	Outstanding closer. Can negotiate offers based on career growth vs. compensation. Level 2.5 - Close, but not consistent	Outstanding closer. Can negotiate offers based on career growth vs. compensation. Level 3 - Starter, makes it happen -	Outstanding closer. Can negotiate offers based on career growth vs. compensation. Level 4 - All-star - Recognized company leader	Outstanding closer. Can negotiate offers based on career growth vs. compensation. Level 5 - MVP - Recognized industry leader	Outstanding closer. Can negotiate offers based on career growth vs. compensation. N/A
Embraces the concept of applicant control ensuring that opt-out rates are minimal at every step.	Embraces the concept of applicant control ensuring that opt-out rates are minimal at every step. Level 1 - Rookie	Embraces the concept of applicant control ensuring that opt-out rates are minimal at every step. Level 2 - Not quite there	Embraces the concept of applicant control ensuring that opt-out rates are minimal at every step. Level 2.5 - Close, but not consistent	Embraces the concept of applicant control ensuring that opt-out rates are minimal at every step. Level 3 - Starter, makes it happen -	Embraces the concept of applicant control ensuring that opt-out rates are minimal at every step. Level 4 - All-star - Recognized company leader	Embraces the concept of applicant control ensuring that opt-out rates are minimal at every step. Level 5 - MVP - Recognized industry leader	Embraces the concept of applicant control ensuring that opt-out rates are minimal at every step. N/A

Comment or Clarify

Question Title

* 2. Which description best describes your level of recruiting experience?

Experienced recruiter, more than 5 years

Mid-level recruiter, less than 5 years

New recruiter, less than 1 year

Talent leader

Hiring manager

HR leader

Business leader

Other

Other (please specify)

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* 3. What description best describes your recruiting role?

Corporate recruiter

Staffing firm - contingency search

Staffing firm - retained search

Place contractors on assignment

RPO - recruiting process outsourcing

Sourcer or researcher only

Business leader managing recruiting teams

Explain

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* 4. How many requisitions do you handle at any one time?

Less than 5

Between 5 and 10

Between 10 and 15

Between 15 and 20

Between 20 to 30

More than 30

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* 5. What types of positions do you handle most often? (select one only)

Basic rank and file jobs

Professional staff including sales

Mid-management

Executive

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* 6. What geographic areas do you focus on?

US and North America

Mexico and South America

UK and Europe

Middle East

Africa

Asia/Pacific

Australia and New Zealand

Comment or Clarify

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* 7. Include your contact information if you'd like to receive the complete findings.

Name

Company

Title

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* 1. How would you rank yourself on each of these 10 factors?

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* 2. Which description best describes your level of recruiting experience?

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* 3. What description best describes your recruiting role?

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* 4. How many requisitions do you handle at any one time?

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* 5. What types of positions do you handle most often? (select one only)

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* 6. What geographic areas do you focus on?

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* 7. Include your contact information if you'd like to receive the complete findings.

* 1.
How would you rank yourself on each of these 10 factors?