Podcasts about passive candidates

Like the show? Show your support by using our sponsors. Promotive can help you find your dream job. Touch HERE to see open jobs. Need to update your shop systems and software? Try Tekmetric HEREIn this episode, Jeff is joined by Lisa Coyle and Joelle Pollak from Promotive! Lisa emphasizes the importance of choosing a workplace based on people and culture, not just pay, while Joel shares insights on the multi-step vetting and placement process Promotive uses to ensure strong fits between shops and technicians. Jeff also reflects on his career journey, highlighting how finding the right shop culture made all the difference in his job satisfaction and performance.We're so thankful for the support of Promotive as a sponsor of the podcast! Show your support for this show by thanking them for their sponsorship. And use them if you're looking for a job!00:00 Work's Impact on Personal Life06:09 Discover Interests Beyond Resume11:20 "Impact of Declining Practical Skills"19:47 "Challenges in Attracting Talent"25:58 "Unicorns: The Elite Problem Solvers"27:31 Value Beyond the Job37:11 Rejecting the Flat Rate Work Model39:03 Unicorn Diagnostic Tech Traits47:07 "Work Boot Replacement Benefits"49:54 Beer Exchange Rumor at Shops56:31 "Challenges of Working Interviews"01:00:53 "Honeymoon Phase in Dealerships"01:07:17 "Quirky Industry Changes"01:09:09 Consider Job Fit Before Switching01:17:30 "Tire Tech Job Dilemma"01:19:42 Mechanic's Seasonal Job Struggle Follow/Subscribe to the show on social media! TikTok - https://www.tiktok.com/@jeffcompton7YouTube - https://www.youtube.com/@TheJadedMechanicFacebook - https://www.facebook.com/profile.php?id=100091347564232

Watch the YouTube version of this episode HEREAre you a law firm owner who is looking to hire for their firm? In this episode of the Maximum Lawyer podcast, Tyson delves into the challenges of hiring in law firms, inspired by a listener submission from Ryan Webber. Hiring within law firms is a very important aspect to ensuring a firm is successful. Relying on job boards, like LinkedIn, is not a lucrative way to hire talent. Law firms need to focus on proactive hiring to find suitable employees. Tyson provides the example of networking as a great way to hire. Former employees will often provide great recommendations for who they think would be great fits for a firm.Proactive hiring also involves firms marketing themselves to prospective lawyers. You need to tell candidates why you are the best firm to work for and why they will be successful. Sometimes this involves investing in marketing campaigns or meeting the prospective candidate where they are at. Most recruiters don't realize that hiring top talent is a dance between the prospective employee and a law firm. Both need to come to the table prepared to interview each other and pull out all the stops to ensure each side picks the other.Listen in to learn more!03:17 The Importance of Networking in Hiring07:06 Passive Candidates and Their Value 09:53 Proactive Hiring Strategies12:26 The Volume Game of Job Boards14:14 Direct Outreach for TalentTune in to today's episode and checkout the full show notes here. 

Adyen is a financial technology platform that simplifies payment processing for businesses worldwide. But how do they reach candidates that aren't necessarily looking for a job, and are definitely not aware of Adyen? We talk strategy for how to reach passive candidates with your employer brand. Mercedez Lockett-Hart is the Employer Brand Manager at Adyen. Mercedez Lockett-Hart on LinkedIn: https://www.linkedin.com/in/mercedezlocketthart/ Careers at Adyen: https://careers.adyen.com/ Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

In this episode of the Full Desk Experience, Tricia Tamkin and Jason Thibeault from Moore eSSentials joins Kortney Harmon as we explore the critical "why" and "how" of prioritizing tasks to maximize profitability, particularly emphasizing recruitment pipelines and client relationships. You'll learn about essential tools like Crelate's reporting feature, and practical methods for managing information, whether through ATS, whiteboards, or spreadsheets. Highlighted are the importance of fee prioritization, flexible strategies, and balancing client payment histories and relationship dynamics.Join us for an engaging session as we uncover the secrets to prioritizing effectively for profit, enhancing your recruitment game, and ensuring a fulfilling work life with enjoyable clients. Plus, get special insights into their coaching program. This is an episode you won't want to miss!___________________Follow Tricia Tamkin on LinkedIn: https://www.linkedin.com/in/triciatamkin/Follow Jason Thibeault on LikedIn: https://www.linkedin.com/in/jasonthibeault/Check out Moore eSSentials website here: https://mooreessentials.com/Want to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Welcome to another episode of Operation Agency Freedom, the podcast where we help marketing agencies thrive! I'm your host, Chris Martinez, and today, we're diving into one of the most critical aspects of scaling your agency: mastering recruitment. If you're on the hunt for top talent to elevate your business, this episode is your go-to guide. We'll explore five straightforward yet often overlooked strategies to attract, engage, and convert the best people for your team. From optimizing your online presence and leveraging review sites to engaging passive candidates and utilizing cutting-edge AI technology, these tips are designed to ensure you hire the right people who can propel your agency to new heights. So, grab your notebook and get ready for some invaluable insights that can transform your recruitment process. Let's get started!

Kathy Hammond is a sales and talent acquisition powerhouse leader who's generated over a hundred million dollars in revenue. From dealing with active and passive candidates to distinguishing between selling a product or a service, Kathy shares her invaluable insights on recruiting for sales roles and supercharging the talent acquisition process. In this episode, we discuss: Unique skill set for a rewarding sales careerRecognizing if sales is the right fitValue proposition and positioning for employersActive vs. passive candidates and recruitment strategiesContinuous skill developmentLeveraging a well-crafted LinkedIn profileEffective job search strategiesEmphasis on value proposition and problem-solving for employersShow GuestKathy Hammond is a leader in sales and talent acquisition. With an impressive $100M+ revenue track record, Kathy excels in creating employee selection programs for clients like TransAmerica, Forever 21, and the City of Los Angeles, delivering substantial savings and revenue. With three decades of experience and a Master's in Organizational Management, she founded two successful recruitment solutions companies. Kathy is an award-winning author and global speaker, earning admiration from CEOs worldwide. Her recruitment process dramatically expands candidate pools and delivers top-tier sales professionals, transforming organizations into thriving revenue powerhouses. Kathy's expertise ensures sales enterprises find the right talent and achieve unparalleled success. Learn more about her Predictable Profits: The 7-step Talent Acquisition Process to Supercharge Your Revenue. Follow her on LinkedIn  Support the showJill Griffin is committed to making workplaces more successful for everyone through leadership training and development, team dynamics workshops, and employee well-being programs. Her executive coaching, workshop facilitation, and innovative thinking have driven multi-million-dollar revenues for top agencies, startups, and renowned brands. Collaborating with individuals, teams, and organizations, Jill fosters high-performance and inclusive cultures while facilitating organizational growth. Visit JillGriffinCoaching.com for more details on: Book a 1:1 Career Strategy and Executive Coaching HERE Gallup CliftonStrengths Corporate Workshops to build a strengths-based culture Team Dynamics training to increase retention, communication, goal setting, and effective decision-making Keynote Speaking Grab a personal Resume Refresh with Jill Griffin HERE Follow @jillGriffinOffical on Instagram for daily inspiration Connect with and follow Jill on LinkedIn

The following article of the talent industry is: “Attracting Passive Candidates in Competitive Talent Market” by Sebastian Dominguez, Vice President of Sales, Latam of Talent.com

With employment in the US at an all-time high, we talk to one company that has found success targeting passive candidates: talent that isn't necessarily actively looking for a job but might make the move for the right fit. Kelly Cruse is the VP of HR and Chief Diversity Officer at Atlas World Group. Kelly Cruse on LinkedIn: https://www.linkedin.com/in/kelly-cruse-5941bb3/ Atlas World Group on LinkedIn: https://www.linkedin.com/company/atlas-van-lines/ Atlas Van Lines Careers & Culture: https://www.atlasvanlines.com/about/careers-culture Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

This episode is produced by Anywhere Consulting. At Anywhere, we help leaders to build better remote teams by improving their remote leadership skills. To learn more, visit anywhere.consulting.This episode's guest was Austin Chan.To follow the Leadership Anywhere podcast, subscribe to future episodes, and check out older ones, visit our podcast page at anywhere.show. We provide more information and deeper background to each episode on our podcast site.

Actively Recruiting Passive CandidatesMike speaks with Business Resources One VP of Talent Acquisition, Heather Woodruff, about recruiting passive candidates. The Results Matter Podcast is a production of Business Resources One. Contact us to learn more about BR1's Talent Acquisition Services. Results Matter Podcast on Facebook. Business Resources One on Facebook, Twitter, Instagram, and LinkedIn. #ResultsMatter 

Max: Hello, everyone. Welcome back to the recruitment hackers podcast. I'm your host, Max Armbruster. And today, dialing in from Johannesburg, South Africa, I'd like to welcome now to the show Vanessa Raath, who is a global talent sourcing trainer and our paths almost crossed in London a couple of weeks ago. She's a world traveler. And we're going to talk about the difficult art of planting doubts in the minds of unsuspecting candidates and talents. And how do you turn a passive job seeker into an active one? How do you mess up their world?Vanessa: How do you play with their minds?Max: That's it. How do you play with their minds? So Vanessa, thanks for joining me for this, hopefully, entertaining discussion.Vanessa: Sure.Max: And before we get going, could you tell the audience a little bit about your background? How did you end up in this recruitment function? And as a global talent sourcing trainer? What was the journey to get you there?Vanessa: Awesome. Well, first of all, Max, thanks for having me. It's great to be here. Always nice to be a guest on a different podcast. So my journey was an interesting one. I've done quite a few things in my career. I'm actually a qualified teacher, which leads into me working now as a trainer and helps immensely. I've also worked as a scuba diving instructor in Thailand. So you pick it up and pretty much done it.I've taught unruly school kids in the UK, taught unruly holidaymakers how to scuba dive in Southeast Asia and in East Africa, came back to South Africa and kind of fell into recruitment like everyone does. Went for an interview at a recruitment agency, and they said, why don't you think about recruitment, and I was like, I'm not sure whether I've got the wardrobe, but I'll give it a bash and see how I go.Vanessa: And the rest is history. I did 13 years working in both the recruitment agency space as well as finishing off doing internal head of talent acquisition for a tech company, and that is where I pretty much taught myself how to source because I realized I couldn't find tech talent, just relying on job boards and LinkedIn anymore. And it was time to actually branch out, look for passive talents in different places where they were spending their time.And yeah, getting into the psyche of your reach out and persuading people to leave jobs that they were probably really happy in in order to come and join your organization. So three and a half years ago, I launched my own business, and that's what I've been doing ever since. So yeah. Good times. I'm very happy.Max: It sounds like your background as a teacher would be perfect training--Vanessa: Absolutely.Max: -- to go into training. And then, of course, your natural curiosity. And what I heard is like you were driven by the needs of the business like we need to go--Vanessa: Absolutely.Max: --go beyond Indeed and LinkedIn, which is a lot of what your training is focused on, I gather. So if people want to find out how to source talent outside of the beaten track, they should come to you rightVanessa: Yes.Max: --for new ideas. Now, let's talk a little bit about those passive job seekers, people who are maybe never heard about you before, and didn't even know that they were looking for a job.Vanessa: Until I found them and told them that they were looking for a new job.Max: You are like, hey, I've got news for you buddy. So the transition from the awareness stage to the consideration stage, which is one that I guess, if it happens smoothly, in a perfect world, you would just send a job description, and they would fall in love with it. And then they'd be like, well, great. Yes, I love the package. I love the job description.Vanessa: Now you see that sounds like recruiting was 10 years ago, and it was super easy, and we all should have worked harder, and we all should have made more commission and retired sooner. Now the game has changed. The goalposts are different because sending a candidate a job description isn't good enough anymore, because you first got to persuade the candidates that they need to leave the job that they're in.So you're now selling to both candidates and clients. Because before, it was easy enough to go and find these people on job boards, they were on the market, they were putting themselves out there, but now the landscape of recruitment has changed, and now everyone's kind of passive talents, which has made our jobs so much more difficult.Max: Yeah. The fact that they were maybe less actively looking, is that observation based on data? Because it seems like everybody's on, in my world, everybody's on LinkedIn all the time. But I guess it depends on the kind of talent pools you're going after. Because I'm dealing with HR professionals. So of course, they're on LinkedIn.Vanessa: Beautiful. So you and I are both so lucky because our target database is HR and recruiters and those people are on LinkedIn all day, every day, right? So when I'm trying to sell my training to recruiters, that's where I'm posting. But if you've got someone who's a Java developer, why would they go to LinkedIn? The only thing that's going to happen is that they're going to be harassed by recruiters trying to recruit them.That's not going to enhance their career. If a Java developer was to spend some time on GitHub, and they could look at other people's code, they could learn from other developers, that would be much more beneficial to them and their careers. So that's what we've got to think about, who's on which platforms more than others.Max: So, maybe walk us through the journey of engaging with somebody on GitHub. For example, somebody who's not looking for a job, because it sounds extremely creepy to me that I'm an engineer trying to inspire my work. And randomly someone is contacting me a little bit out of the blue. So how do you make it less out of the blue?Vanessa: This happens all day on LinkedIn too remember, it's not a platform thing. So my training is all kind of like, try and find someone's email address, because I prefer to send someone an email than in-mail. So on GitHub, for example, you can't actually even connect with developers, they've taken away that functionality, you cannot message someone through the platform. So you have to find an email address.So for me, when I reach out to a candidate, I'm never going to say, I just saw you on GitHub. I'd maybe say, I saw you on GitHub, I had looked at your Twitter feed, well done on something you'd achieved, and also watched your training video on YouTube around how to build a new repository using Java, something along those lines. So it's more of a holistic view of, I've really done my homework about you, I've looked at you on all of these platforms, let's start chatting. And that kind of gets a lot of attention and a lot of response from candidates because I've gone the extra mile.Max: Personal.Vanessa: Yeah, and I've personalized my outreach message. So first of all, we've got to work on getting a better response rate from passive talent, which is something that most of the teams that I'm training at the moment are struggling with. So for me, it doesn't matter which platform you find people on, always have a look at them across multiple platforms, because that will help you to personalize that outreach for them.Max: Are there tools that you use for that, or you're just basically researching them on these platforms to see if their names come up?Vanessa: So what I generally do is I use an X-ray technique, where I go to Google or one of the search engines. And I will write a Boolean search string and our X-ray into one of these platforms, in order to find people who potentially have the right tech stack that I'm looking for, for one of my clients. I predominantly source in the tech space. But you can do this on several platforms using the X-ray technique. And then what I normally do is activate some chrome extensions in order to be able to find people's contact details, like email addresses. Because emails, let's face it have a far higher response rate than in-mail.Max: In-mail?Vanessa: So I'd rather choose that route, yeah.Max: Okay. And what if you were able to get their phone number, does that happen?Vanessa: You know what? When people sign up for these platforms, they're generally signing up with an email address, not a phone number. So it's actually easier to find an email address, and you can find people's phone numbers, it's possible. It's not impossible, but it's just not as easy as finding an email address. And let's face it, you're going to find an email address with more regularity than you will a phone number.Max: Right. So it's more scalable and I also suspect that sending a cold email will be more, well, it's a bit intrusive to make a cold call these days, because most of them are telemarketers--Vanessa: Or financial advisors.Max: Right. So but I suppose you could also do that. And then the reason I asked about phone numbers is because the phone numbers also open some new windows such as WhatsApp, so you could also use WhatsApp for engagement.Vanessa: Absolutely. Max: Yes, you use that.Vanessa: Yeah, yeah. I do. I mean, WhatsApp, it's really popular through Africa and Europe, but I actually found Facebook Messenger a lot more effective in the US. So it's just understanding which platform works better for people. A lot of my friends in the US also prefer signal or telegram to WhatsApp, because they're not supporters of Mark Zuckerberg and Meta who owns WhatsApp. So yeah, it's just understanding the psyche of where you're going to find people.Max: Yeah, I'm on all of them just in case.Vanessa: Me too. That's what we do as recruiters.Max: No secrets for Mr. Zuckerberg--Vanessa: Yeah, he's welcome to listen in on my conversations really.Max: You too?Vanessa: Yeah, I don't really give a shit.Max: Great. Well, so that initial email, where you show that you've done your research, you personalize the outreach, then when do you get off email into a phone call? How far can you use the written form in bringing them into consideration for a job? Like how long are these correspondences? How long would you be recommending that a recruiter goes into these correspondences considering that well, we all have limited time and, I guess it's like, in sales, you have to know when you've lost the deal. So you can move on to the next one.Vanessa: Yeah, exactly. Max: The same thing. So of course, you can always advocate for more engagement, more personalization, more emails, more everything. But we've got a finite amount of time and resources. So how do you know when to stop? What's the right amount of correspondence? And how do you know when to stop?Vanessa: So basically, my best should I say tip around this is to automate this process because we all don't have enough time for this. So what I do is I advocate putting candidates into a five or six email reach out a campaign, where a lot of recruiters, I've been training on this, this morning, and we'll send a very long email upfront, and then a second or third email saying, hey, did you read my email with that kind of passive recruitment that's going on.Where if you break up the information that you would put in that very long first email across five emails, or six emails, of breaking it up into bite-sized pieces, thinking like a marketer, you actually get a better response rate. So I normally use my tool for automating emails is something called SourceWhale. I use that really all the time whenever I'm trying to get hold and source new talent. And I usually run it over 10 days.So I send people five emails over 10 days, at varying times of the day, varying days in between each message. So it's something that I don't really need to think about. Because as soon as I get the new role, I've set up the campaign, I don't know the personalization that needs to be added in. And then the campaign runs in the background. So I literally can be delivering like four hours' worth of training and finish the training and I come back to a whole lot of responses. And there are people who've answered the automatic email that's gone out from my outlook with my signature looks like me to them. It's brilliant.Max: You can go scuba diving, in the meantime, come back--Vanessa: Absolutely.Max: -- inbox full of candidates.Vanessa: Yeah, there we go job done. So for me, the trick is to automate because you're never going to remember who you've messaged, and who you need to message again. Those kinds of things.Max: And these, you talked about personalization, and then automation. And sometimes these are in conflict. If you're automating everything, then there's no personalization. Vanessa: It depends which tool you use  Max: But there is some customization you can do on those email templates where you have certain fields that you can fill with tokens.Vanessa: Yeah, absolutely.Max: So that is automated. I mean, it feels personalized, even if it's somewhat automated. So to illustrate that, it sounds like that's what you're doing, right?Vanessa: Absolutely, yeah.Max: So what are some of those fields you might be using?Vanessa: So for me, like one of the fields would be that maybe where the person's currently working? What is their current job title? What is the qualification? Their certification? Maybe something I could find out about what hobbies they do? I could relate it to maybe it's something similar that I do, they could go and verify that by looking at my social presence online, and definitely the person's name, I think we tend to forget about that one.That's also a good custom field that you can fill in, and maybe a link to like a GitHub repository, if it's someone who's in the tech space, YouTube channel, whatever I can find on the person, I'm going to tell them that, hey, I took the time, I did my research, I really want you. So one thing I'm definitely not going to do in my reach-out message is say, if you know anyone else that you can send my way, please let me know because--Max: Oh, really? I do that all the time. It's not a good idea?Vanessa: Not a good idea because the feeling coming back from candidates is, why do recruiters always ask me to do their jobs for them? So if you know the candidates, and you've placed them and you've got a good relationship, by all means, pick up the phone, phone them, who do they know? But if it's in your first reach out to them, or in your reach out campaign, I normally will end with that in my last email. So if I haven't elicited a response, at least, it doesn't harm in asking, but I wouldn't ask for anyone else, because I want that person to feel special, I want them to think I want them.00:15:27  Max: And sending these hundreds or maybe 1000s of emails every month, you must be getting a lot of responses?Vanessa: So first of all, I'm not sending 100 or 1000s of emails a month, because I recruit in a very specialized tech industry, and they aren't that number of people that are around. I don't agree with that kind of just bulk spamming people with templates. So yes, I'm getting loads of responses, but it's manageable.Max: Okay. Yeah, it's not in the 1000s. And I was going to ask you, how do you capture that on the way back because I think that we're actually at the infancy of what the technology will be able to do where you'll be able to read the email, read the response, organize the data semantically.Vanessa: Well, basically SourceWhale does that. So SourceWhale reads the email, and it tells me whether it's a positive response or a negative response. And then I can respond directly from my email accordingly. So I could say, yeah, yeah, absolutely. I could say, well, let's meet, here's my Calendly link, let's make an appointment. So I think these things are far more intuitive than we give them credit for. And they keep on pushing out improvements out there. So it's one of those things that always amazes me, it's very intuitive, it's using a lot of AI, and makes me think that maybe one day robots will roam the Earth, I'm not sure.Max: No doubt.Vanessa: -- maybe not in my lifetime, but--Max: I'm working on that with my colleagues.Vanessa: Yes, please keep me posted.Max: We've talked about the technology, the automation, which is so important. But now let's get into a little bit of psychology. So an answer you should be getting for most of your candidates is thank you very much. I'm not looking, I'm happy where I am. And that's human nature, we get comfortable with the familiar and we want to stay where we are. So where do we go from there?Vanessa: So for me that response is good because any response is good. Let's face it. Someone's going to respond, you've elicited that response by what you've said and that's amazing. So if they say they're quite happy a lot of the time, it's because in the tech space, people are working on a project, and they've still got a couple of months left on their project. So what I would go back to with them and say, how much longer do you have on this project? Is this a long-term thing? Please shout as soon as you hit into the support and maintenance phase, which everyone in the tech space hates, because they know that their skills are stagnating, and they not learning anything new. So you kind of play to the doesn't get stuck kind of people. But if it was--Max: The innovation pace, how fast are you innovating right now? What are your big milestones? Are things moving fast?Vanessa: Exactly, exactly. For someone who wasn't in the tech space, just to give you an example would be, when is your next round of bonuses or grades, let me know when you can chat, and then I'll tell them something that they couldn't refuse. So I'd know something from the hiring manager, that would be a potential hook.So something that would be unique to that company. If you ever want to learn this new skill, or you ever want to work internationally, or you want to get asked to sponsor you for this international qualification or certification and like, global techs, whatever, whatever, then you just let me know. So as long as you've got the response first, you can go back with any of those kinds of hooks that would entice people to want to come and work with you.Max: Yeah. Sometimes we'll engage engineers who are working in a service environment where they're doing project-based work and say, wouldn't you be interested in moving to the product side where you're working on a product for a long time? So actually, it's kind of like the opposite of what you were describing. It's like saying, don't you want to do service and maintenance on the same product for a long time, because it's not necessarily boring for everybody. It could be fun.Vanessa: Exactly, exactly.Max: Great. Great, great, great. What about some dirty tactics? Like would you plant a seed in someone's mind on the quality of the company they're working in?Vanessa: Like, I think that's a bit of a low blow, to be honest. I don't know whether I'd be brave enough to go there. But what I would probably do is play on the fact that surveys at the moment are showing that people want to work for companies that are making a difference. So they don't want to just sit in a bank where they're going to make the bank loads of money.I'd rather say, this is a startup, we focused on solving global world famine, and we would love you to be a part of that because that really is going to be a role where there's going to be a good purpose behind it. And I think I would maybe use the reverse psychology to say, not just to say, actually, you just making a bank more money, but come and work somewhere where you're going to add value and actually have an impact on the world.Max: Yeah, because everybody's got a moment of doubt, where even if they're comfortable in their job, and the money and the people, they'd be like, oh, what should I do with my life?Vanessa: That's a big picture exactly. And you want to like kind of tap into that.Max: Okay. Well, all great stuff, gold, I hope the listeners are paying attention and taking notes. I end my interviews, usually with the same question for everyone, which is one of the mistakes that we have made in the past on the hiring front. And ideally, in order to illustrate that with one specific case of someone you hired, which didn't work out, for whatever reason, and as painful as that was to walk back on the origin of that mistake, and then what we can learn from it?Vanessa: Sure, okay interesting. So I mean, it does happen. I'd actually rather have someone not start, then someone starts, and then be appalling. So there was a situation when I was working for an agency, and I was tasked to go and find someone who was going to be a housekeeper. And I interviewed this lady, and she seemed great and she was battling. She hadn't had the most, should I say, stable medical history. She'd been in and out of the hospital but assured me that everything was fine.She was in remission, she had actually suffered from cancer. And she'd got the all-clear. And my gut kind of was like, I don't know about this lady. I don't know whether I'm giving my client a forward pass here. And she actually started with the company. And within two months, the cancer was back and she was back in the hospital. So I probably shouldn't have put her forward for the role, but she was desperate for work, she had medical bills to pay off.But there was always that niggle that something else was going on wrong. And what actually transpired was that she didn't actually have cancer, she had a drug dependency issue on prescription medication. So for me, the niggle that I didn't follow through on was my gut feeling of there's more to the story than what I'm seeing. So it was early on in my career when I was still working in an agency. One thing that I kind of carried through for the rest of my career was, if there is a niggle, if there's a gut feeling, go and dig deeper, maybe do that extra reference check on the candidates.And, maybe don't be so generous and give candidates the benefit of the doubt. And if you do something that I have done, and what I learned from it is that one's guts are actually never really wrong. And that's probably why we work in the industry that we do because we have a good gut feeling of our people and we know who we're going to connect with and who's going to do a good job. And we sometimes kind of push that to the side because we've got deadlines, and we need to put a bomb in the seats and things like that.Max: Oh, the innocence of people who have never worked in recruitment, we we'll never have that again.Vanessa: No, of course not that I'm sure everyone's got a similar story. They were all duped by someone, given a story, but this is something to remember, I think.Max: I mean, and that does happen very often. Candidates, they're not stupid. Often some are smarter than the recruiters, and they know what not to say and what truth to hide. And got to pay very close attention to those details.Vanessa: Yeah.Max: Thanks, Vanessa.Vanessa: My pleasure. Thank you.Max: Well, where can people get a hold of you?Sure. Guys I'm not difficult to find on the Internet. So I'm on any other social platforms. My website is vanessaraath.com--Max: Double-A.Vanessa: -- And yeah hit me up. If you want to talk about talent sourcing training. I would love to work with you and your teams.Max: Thank you very much.Max: That was Vanessa Raath who was reminding us of some of the beautiful technology that is available at our fingertips to create email sequences and treat the passive candidates like something that should activate you rather than you being passive in front of it as well. I hope you got something out of this interview. I certainly did. And that you'll be back for more to listen to some of the hackers of the recruitment industry.

Recruiter.com Group, Inc. (NASDAQ:RCRT) CEO Evan Sohn tells Proactive New York it has launched Amplify, an artificial intelligence (AI) powered solution for proactive candidate outreach. Sohn says Amplify leverages Recruiter.com AI software to search and market to passive candidates, transforming job posting into an active talent identification and engagement process. He says Amplify actively campaigns job posts to 'around a billion' potential talent profiles to get the candidates interested and engaged, a service he soon expects employers to pay for.

Welcome to InSights, the staffing podcast designed to help staffing specialists and recruiters maximize their content marketing, social recruiting, employer branding, and digital marketing.    EPISODE 65 SEGMENTS: Social‌ ‌recruiting‌ ‌strategies‌ ‌for‌ ‌passive‌ ‌job‌ ‌seekers‌ ‌ Employment‌ ‌Branding‌: ‌What‌ ‌is‌ ‌an‌ ‌EVP‌ ‌and‌ ‌why‌ ‌do‌ ‌you‌ ‌need‌ ‌one?‌ ‌ Reengaging‌ ‌Passive‌ ‌Candidates: How‌ ‌can‌ ‌YOU‌ ‌convert‌ ‌passive‌ ‌candidates‌ ‌to‌ ‌fill‌ ‌job‌ ‌openings?‌ ‌   LET'S CHAT: Have a question or comment on the information shared during this episode? Follow Haley Marketing (@HaleyMarketing) on Twitter and let us know what you’re thinking.    HOSTED BY: Brad Bialy (LinkedIn / Twitter) Matt Lozar (LinkedIn / Twitter) David Searns (LinkedIn / Twitter)   Referenced in this Episode: RecruitmentMarketers.com Everything it takes to get the right people to apply to your jobs! Lunch with Haley Positioning 101: Make Your Staffing Company Stand Out In this Lunch with Haley, Co-CEO, David Searns, will walk you through the process he uses to help our clients define their positioning using the four critical aspects of a marketing message: key differentiators, positioning, value proposition and core story.   Episode Presented by Haley Marketing

Wondering if the “Open to Work” feature on LinkedIn will help you shift careers? Will it help recruiters find you, or make you an attractive candidate?If you’re interested in improving your profile to attract recruiters and hiring managers on LinkedIn, this episode is for you. In This Episode of The Career Rx We’ll Discuss:What Open to Work is and why you could use it3 downsides to enabling the Open to Work featureThe qualities recruiters look for in passive candidates Today, we look at the pros and cons of advertising you’re seeking a new job online. I’ll break down 3 reasons why you wouldn't use the “Open to Work” feature on LinkedIn, and point you in some better directions to express that you’re open to looking for new professional opportunities. By the end of this episode, you’ll have a different way to think about the importance of being an attractive “passive candidate” and you’ll know what you can do actively to stand out on LinkedIn.“The people who are sometimes the most successful and most attractive, passive candidates aren't actually being all that passive.” - Marjorie StieglerIn this Episode: [1:10] This question comes up a lot in my course Industry Insider[1:33] What is Open to Work?[2:30] Why this feature is even a feature[3:10] It’s like the Bat-Signal, everyone can see it [4:40] Optimizing your LinkedIn profile for recruiters[5:55] Are you a passive candidate?[7:10] Why being nonchalant might land you a new career[8:20] Expanding your network = expanding your opportunities[9:30] Take this step first when looking for new employment[10:40] Keeping your LinkedIn profile update for emergenciesLinks and Resources: The Branding Rx 18 hours of CME, mastering digital strategies for advancing your career, building your business, and growing your professional brandEpisode 33 - Reinventing Yourself and Creating Your Own LuckEpisode 42 - Annual Review That Actually Advances Your Career Episode 49 - LinkedIn Skills and Endorsements: Why They MatterEpisode 58 - Three Steps to Moving Up at Work

You want to hire a passive candidate for your open position, but no one's biting? Here are some things to consider to make your opportunity more attractive to someone who may not be an active job seeker. Tune in as Ben Murphy, Titus' VP of Sales, and Nichole Schmidt, HR Consultant at Rewards Strategies, cover some strategies to consider to up your game.

Episode 5: HireSweet - Recruit targeted passive candidates at a click of a button This week on the show, Aakash and Xand discuss HireSweet [https://www.hiresweet.com/]. HireSweet's product focuses recruiting and hiring passive candidates. They're building a marketplace where the buyers are people with job roles to fill and the sellers are passive job candidates. Recruiting is a competitive industry, and the prices are cutthroat -- so HireSweet only works on commission. That's risky! HireSweet has a dual challenge of growing both sides of its marketplace, and this is a tricky balancing act. Contact: Email: allschemesconsidered@aakash.io Twitter: @aakashdotio [twitter.com/aakashdotio] Podcast website: allschemesconsidered.com Aakash's website: aakash.io Music credits: Syn Cole - Gizmo [NCS Release] provided by NoCopyrightSounds. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/founders-and-builders/support

There is much more than just job ads or executive search. When it comes to specialist hiring or difficult mass hiring active sourcing strategies are required to hire so called passive candidates. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

There is much more than just job ads or executive search. When it comes to specialist hiring or difficult mass hiring active sourcing strategies are required to hire so called passive candidates.You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

As an organization, if you want to get a really good overview of the available talent in the market - you need to consider both the active and passive talent market. Most organizations go after the "active" talent market which actually represents a smaller portion of the overall talent market. If you want to ensure you have a full view, you need to also consider "passive" talent as well. In today's episode I define both categories and provide you with the pluses and minuses of each.

Having a problem reaching out to Passive Candidates? Are you one of the many Recruitment/Search Business Owner who wants to connect with new candidates but is having trouble with finding the perfect campaign template? Well, here's something for you. Say for example, I created one template and every single recruitment business put it into their funnel or automation and every single one that used it got a 94% reply rate. Wouldn't you want that template too? Templates are created to give you a starting point. In some cases that template that got a 94% reply rate will work right away. In other cases, it will need 2, 3, 8, or even 9 weeks of tweaking before it works right.The reason I'm saying this is because I am here to help everyone who is willing to get to the right template. Timestamp: [00:01:08] Today's Agenda: Templates [00:01:42] Templates Are A Starting Point [00:04:20] What is a Campaign? [00:11:17] Key Principles [00:14:59] The Template Pick list Are you interested in a one on one call with me where we can go through your template line by line and improve it? Want to learn more? Book a FREE appointment with me now: https://rmi.as.me/schedule.php OR Email me at andy@recruitmentmarketinginternational.com. Cheers, Andy The Laptop Recruiter Recruitment Marketing International http://recruitmentmarketinginternational.com

As today's increasingly candidate-driven market proves, without deep penetration of the top talent within each market, it's impossible to beat out your competition. Listen to this episode to learn how to best capture the hearts and minds of passive candidates and manage them through the job search process. Get in touch with DG Recruit if you're open to starting your recruitment career or looking to develop your headhunting skillset!

EP 1368 I chose to answer this question, both from the job hunter perspective and the employer perspective. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 … Read more about this episode...

EP 1368 I chose to answer this question, both from the job hunter perspective and the employer perspective. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 episodes and “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session. If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone) JobSearchCoachingHQ.com offers great advice for job hunters PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.   Connect with me on LinkedIn. Join and attend my classes on Skillshare. Become a premium member and get 2 months free. Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.

EP 1368 I chose to answer this question, both from the job hunter perspective and the employer perspective. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 episodes and “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session. If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone) JobSearchCoachingHQ.com offers great advice for job hunters PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.   Connect with me on LinkedIn. Join and attend my classes on Skillshare. Become a premium member and get 2 months free. Join Career Angles on Facebook and receive support, ideas and advice in your current career and job. --- Support this podcast: https://anchor.fm/nobsjobsearchadviceradio/support

New research from SkillSurvey unveiled the importance of soft skills to employers. Ray Bixler, CEO of SkillSurvey, discusses the research findings and shares insights on how online reference checking can help employers evaluate the soft skills of potential job candidates.

We live in a time of digital. A time when you can there is more processing power in an Iphone than there was in Apollo 11. Our eyes tell us that the rocket has more technology. The fact is opposite. Your views on “Passive Candidates” being hard to get hold of are wrong. There are no more passive candidates. You can and should have ALL candidates in your database. Listen to the Apollo 11 episode here!

Attracting and hiring the best talent is a challenge for any organization.  Jeff Boucher is Director of Talent Services at Titus Talent Strategies, and in this episode he shares some of the secrets for attracting the very best talent to your organization.Jeff is often called "The Talent Thief," which of course is provocative, but also describes very well the value he brings to any company struggling with talent acquisition.  The Titus model ingeniously includes focusing on "passive candidates," meaning those candidates who are not actively looking to make a job change.  It makes sense.  The very best talent in any field are usually valued by their current employers and enjoy great job security.  In other words, the best people aren't out scanning the "want ads" for a new position.As always, this episode is sponsored by Promethius Consulting - the nicest guys in IT - providing computer support and consulting in the Indianapolis area.Show Notes:Jeff is the first "repeat guest" on Hoosier Hometown Heroes.Jeff has not yet been to the Indy500 (but Tony will do his best to drag him to qualifications this year).Jeff often refers to himself as a "Talent Thief."Normally works with companies with annual revenue up to $500,000,000.Titus coaches clients to be more "proactive" with their talent acquisition strategy (build a pipeline of talent).Focus on "Passive Candidates," which are generally where you find the best talent.Not a fan of the "Post and Pray" approach to filling a job.Tutus Talent Strategies will help "sell the position" to the candidate.Charged at an hourly rate rather than a percentage of salary.  (75% savings compared to the traditional recruiting model).Promethius Consulting is working with Schmidt Peterson Motorsports to support all their computer technology at the Indy500 this year.