Skip to content
Passive Candidate Consultative Recruiting Competency Model
As passive candidate recruiting skills become more important, recruiters need to use a consultative recruiting process akin to solution selling. This involves the use of the discovery interview, conducting needs analysis to identify the candidate's intrinsic motivators and demonstrating that the job itself meets the three dimensions of a career move: stretch, growth and satisfaction. As long as these collectively exceed 30%, compensation becomes a less important criteria to recruit and close passive candidates. This survey highlights the eight core requirements to be considered an expert consultative recruiter.
1.
The following eight statements describe the essential elements of effective passive candidate recruiting. How do you rank yourself on each factor?
Level 5. Outstanding, recognized expert.
Level 4. Very strong. Train others.
Level 3. Strong, but need some coaching.
Level 2. Adequate, but need more training.
Level 1. Not too good, need lots of training.
N/A
Know the job. The hiring manager and I have a clear understanding of the performance objectives of the job.
Level 5. Outstanding, recognized expert.
Level 4. Very strong. Train others.
Level 3. Strong, but need some coaching.
Level 2. Adequate, but need more training.
Level 1. Not too good, need lots of training.
N/A
Strong and influential partner with the hiring manager and the hiring team. All my candidates are seen.
Level 5. Outstanding, recognized expert.
Level 4. Very strong. Train others.
Level 3. Strong, but need some coaching.
Level 2. Adequate, but need more training.
Level 1. Not too good, need lots of training.
N/A
Prepare comprehensive dual-track sourcing plans to uncover the best, often hidden, passive talent.
Level 5. Outstanding, recognized expert.
Level 4. Very strong. Train others.
Level 3. Strong, but need some coaching.
Level 2. Adequate, but need more training.
Level 1. Not too good, need lots of training.
N/A
Use "clever" Boolean in combination with creative messaging techniques to identify and attract the top 25%.
Level 5. Outstanding, recognized expert.
Level 4. Very strong. Train others.
Level 3. Strong, but need some coaching.
Level 2. Adequate, but need more training.
Level 1. Not too good, need lots of training.
N/A
Use consultative recruiting and needs analysis to overcome concerns and convert the best passive prospects into interested candidates.
Level 5. Outstanding, recognized expert.
Level 4. Very strong. Train others.
Level 3. Strong, but need some coaching.
Level 2. Adequate, but need more training.
Level 1. Not too good, need lots of training.
N/A
Outstanding interviewer with a track record of accurately predicting performance. Can strongly influence team.
Level 5. Outstanding, recognized expert.
Level 4. Very strong. Train others.
Level 3. Strong, but need some coaching.
Level 2. Adequate, but need more training.
Level 1. Not too good, need lots of training.
N/A
Use the latest recruiting techniques to maximize passive candidate throughput from the top of the funnel to the bottom.
Level 5. Outstanding, recognized expert.
Level 4. Very strong. Train others.
Level 3. Strong, but need some coaching.
Level 2. Adequate, but need more training.
Level 1. Not too good, need lots of training.
N/A
I have mastered the art of passive candidate recruiting and my numbers prove that I can negotiate and close the best and most sought-after talent.
Level 5. Outstanding, recognized expert.
Level 4. Very strong. Train others.
Level 3. Strong, but need some coaching.
Level 2. Adequate, but need more training.
Level 1. Not too good, need lots of training.
N/A
Feel free to add clarifying comments
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
Other
Other (please specify)
3.
What description best describes your recruiting role?
Recruiting leader
Corporate recruiter
Staffing firm - contingency search
Staffing firm - retained search
Place contractors on assignment
RPO - recruiting process outsourcing
Sourcer or researcher only
Other - Explain
Explain
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
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
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
7.
Include your contact information if you'd like to receive the complete findings.
Name
Company
Title
Email
