Why,Passive,Candidates,Require business, insurance Why Passive Candidates Require Special Handling. A True Stor
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He was whatwe refer to as a, "passive candidate." Meaning, he wasnt actively onthe job market. He wasnt in any hurry to make a job change. He wasopen to exploring opportunities and seriously evaluating them, butwould only make a change if all aspects of the position were beneficialto him and his career. He had to have good chemistry with the CEO,understand the companys vision, and his role in helping achieve thevision. Basically, he wasnt going to just make a move.In the sameway, the stars have to align for the company to want him. They also hadto align for him to want them. A new concept for many companies toreally comprehend at a deep level.Yes, the hiring process is a two way street.Needless tosay, I wanted to understand what happened. As the candidate explainedit, I have now been out to the company three times and spentapproximately 4 to 5 hours interviewing. I first met for an hour and ahalf with HR going over my background. I then met with the personleaving the position. Once again we spent roughly an hour plus goingover my background. Both gave me an overview of the position and about10 minutes to ask questions. Then comes the CEO. Both previousinterviewers spent time explaining how the company was reinventingitself and how this role was critical to helping in that process. Iexpected when I met with the CEO that we would discuss some of thoseissues, his plan for the reinventing, how my background would addvalue, and that I would finally have time to ask some of my questions.Soundedright and reasonable so far. As he continued to explain the problem,After taking the morning off work for the 9 AM interview, I waited inthe lobby for 25 minutes for the CEO. I was ready to leave when theassistant came to get me. The CEO explained he has to leave for a planeby 10:30, so Im thinking why are doing this? There isnt enough timeto discuss any of the issues in any depth. Instead of discussing any ofthe issues, he proceeded to go through my background now for the thirdtime. Dont these people communicate? By the time he finished it wasabout 10:20 and he asked if I had any questions. I indicated that Idid, but there wasnt enough time to discuss them, and would it bepossible to schedule another meeting, which we did.Myconversation ended with the candidate asking me to cancel the meetingthey scheduled, as he wasnt really that interested, so why waste thetime. Is it any wonder?The companywas surprised the candidate wasnt interested. Even after I relayed theabove story to them. This had never happened before.A candidate turning them down? A candidate canceling a meeting with the CEO? A candidate that doesnt want our job? A candidate that doesnt understand waiting 25 minutes in the lobby for an interview? A candidate that isnt desperate for our position? They didntrespect the candidate, his time, his position, and didnt take any timeto build rapport. They didnt give him any time to address what was onhis mind.Why would a passive candidate be interested?So I recommended the following changes:All candidates must be met in the lobby at the designated time, the same way a customer would be met. Spend some time marketing the position. Learn about the candidates motivations and interests. The candidates meet the CEO on the first interview. Thisdemonstrates the importance of the position to the candidate and startsthe rapport building process which is critical to passive candidates. It is an interview, not an interrogation. Make it a discussion. Every candidate is given ample time to ask questions and interact.The interviewer will learn more from the candidates questions thanfrom the answers they give. More time to explain the position, the importance this role willplay, the impact on the organization and time to build rapport with thecandidate. These simplechanges would have made all the difference with the candidate. Instead,they lost a great candidate for not treating the person as an executiveand a person.Everyinterview is a PR event. It is doubtful this candidate will have muchgood to say about the company should he encounter another candidateconsidering employment at the company.Which is a shame as it really is a good company with good people.I welcome your comments and thoughts.
Why,Passive,Candidates,Require