Articles by Leela Srinivasan
What’s easy: knowing you need a passive candidate recruiting strategy to acquire top talent. What’s difficult: securing the resources necessary to actually define and implement that strategy.
So, how do you make the case? We asked LinkedIn Recruitment Product Consulting Manager Mark Freeman, who advises customers on how to maximize their LinkedIn investment. Through his extensive experience as both recruiter and consultant, Mark has worked with companies in all stages of passive candidate recruiting adoption. Below he offers advice on how to sell the need for recruiting passive talent in the first place, and how to measure and track its effectiveness.
It’s not every month that your company is featured on the cover of Forbes magazine. We find ourselves in that fortunate position with the July 16th edition, on newsstands right now.
George Anders’ article includes a fairly rigorous analysis of LinkedIn’s entire business, but the most interesting part for me is where two of our customers – one large (Adobe), one small (Detroit area-based Wireless Vision) – share how they’re finding the best talent differently in a socially-driven world. You’ll find an excerpt below, though we encourage you to check out the full story on Forbes too.
How many times have you heard, “I’m not in the market right now” or “I’m happy where I am”? Passive candidates are working hard with their heads down, so often they’ll push back when approached by recruiters.
Today’s interview wraps up our passive talent recruiting series with a focus on handling objections. Jon Lynch is Senior Recruiting Manager at AKQA, the world’s largest independent digital agency. Always an ad man, Jon started out in account management, then went to a recruiting agency, and finally ended up in-house at AKQA. Jon echoed many of the tips that we heard in our other interviews, so we’ll cut right to his advice on overcoming objections and nurturing candidate relationships for the long term.
You meet with your hiring manager, sharing a dozen LinkedIn profiles that could be a fit for the vacancy on her team. Together you whittle down the list to the four that really stand out. You’re ready to reach out and strike up a conversation… but how can you tell what these top professionals really want in their next career?
Our research shows that on balance, passive candidates care disproportionately more or less about certain factors than their actively job-seeking counterparts. Through that research, five factors stand out as major points of differentiation. These factors have a bearing on how you might approach passive candidates.
Part VI of our interview series features Tom Brouchoud, SanDisk’s Senior Manager of Global Talent Acquisition, who just celebrated his 10-year anniversary with the company. SanDisk’s recruitment needs span the globe, with locations in the United States, Japan, Israel, and across Europe and the Asia-Pacific regions. Why does your company focus on recruiting passive candidates? Tom Brouchoud, Senior Manager, Global Talent Acquisition at SanDisk
Often, the best candidates are not out there looking for jobs. SanDisk hires the best people to advance our technology so we can continue to be the world’s largest provider of Flash memory storage solutions. Finding great talent takes research! SanDisk always pushes the engineering envelope, researching and developing state of the art technologies, and the Talent Acquisition team needs to target, contact, attract and hire these amazing people.