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.

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* 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.	Know the job. The hiring manager and I have a clear understanding of the performance objectives of the job. Level 5. Outstanding, recognized expert.	Know the job. The hiring manager and I have a clear understanding of the performance objectives of the job. Level 4. Very strong. Train others.	Know the job. The hiring manager and I have a clear understanding of the performance objectives of the job. Level 3. Strong, but need some coaching.	Know the job. The hiring manager and I have a clear understanding of the performance objectives of the job. Level 2. Adequate, but need more training.	Know the job. The hiring manager and I have a clear understanding of the performance objectives of the job. Level 1. Not too good, need lots of training.	Know the job. The hiring manager and I have a clear understanding of the performance objectives of the job. N/A
Strong and influential partner with the hiring manager and the hiring team. All my candidates are seen.	Strong and influential partner with the hiring manager and the hiring team. All my candidates are seen. Level 5. Outstanding, recognized expert.	Strong and influential partner with the hiring manager and the hiring team. All my candidates are seen. Level 4. Very strong. Train others.	Strong and influential partner with the hiring manager and the hiring team. All my candidates are seen. Level 3. Strong, but need some coaching.	Strong and influential partner with the hiring manager and the hiring team. All my candidates are seen. Level 2. Adequate, but need more training.	Strong and influential partner with the hiring manager and the hiring team. All my candidates are seen. Level 1. Not too good, need lots of training.	Strong and influential partner with the hiring manager and the hiring team. All my candidates are seen. N/A
Prepare comprehensive dual-track sourcing plans to uncover the best, often hidden, passive talent.	Prepare comprehensive dual-track sourcing plans to uncover the best, often hidden, passive talent. Level 5. Outstanding, recognized expert.	Prepare comprehensive dual-track sourcing plans to uncover the best, often hidden, passive talent. Level 4. Very strong. Train others.	Prepare comprehensive dual-track sourcing plans to uncover the best, often hidden, passive talent. Level 3. Strong, but need some coaching.	Prepare comprehensive dual-track sourcing plans to uncover the best, often hidden, passive talent. Level 2. Adequate, but need more training.	Prepare comprehensive dual-track sourcing plans to uncover the best, often hidden, passive talent. Level 1. Not too good, need lots of training.	Prepare comprehensive dual-track sourcing plans to uncover the best, often hidden, passive talent. N/A
Use "clever" Boolean in combination with creative messaging techniques to identify and attract the top 25%.	Use "clever" Boolean in combination with creative messaging techniques to identify and attract the top 25%. Level 5. Outstanding, recognized expert.	Use "clever" Boolean in combination with creative messaging techniques to identify and attract the top 25%. Level 4. Very strong. Train others.	Use "clever" Boolean in combination with creative messaging techniques to identify and attract the top 25%. Level 3. Strong, but need some coaching.	Use "clever" Boolean in combination with creative messaging techniques to identify and attract the top 25%. Level 2. Adequate, but need more training.	Use "clever" Boolean in combination with creative messaging techniques to identify and attract the top 25%. Level 1. Not too good, need lots of training.	Use "clever" Boolean in combination with creative messaging techniques to identify and attract the top 25%. N/A
Use consultative recruiting and needs analysis to overcome concerns and convert the best passive prospects into interested candidates.	Use consultative recruiting and needs analysis to overcome concerns and convert the best passive prospects into interested candidates. Level 5. Outstanding, recognized expert.	Use consultative recruiting and needs analysis to overcome concerns and convert the best passive prospects into interested candidates. Level 4. Very strong. Train others.	Use consultative recruiting and needs analysis to overcome concerns and convert the best passive prospects into interested candidates. Level 3. Strong, but need some coaching.	Use consultative recruiting and needs analysis to overcome concerns and convert the best passive prospects into interested candidates. Level 2. Adequate, but need more training.	Use consultative recruiting and needs analysis to overcome concerns and convert the best passive prospects into interested candidates. Level 1. Not too good, need lots of training.	Use consultative recruiting and needs analysis to overcome concerns and convert the best passive prospects into interested candidates. N/A
Outstanding interviewer with a track record of accurately predicting performance. Can strongly influence team.	Outstanding interviewer with a track record of accurately predicting performance. Can strongly influence team. Level 5. Outstanding, recognized expert.	Outstanding interviewer with a track record of accurately predicting performance. Can strongly influence team. Level 4. Very strong. Train others.	Outstanding interviewer with a track record of accurately predicting performance. Can strongly influence team. Level 3. Strong, but need some coaching.	Outstanding interviewer with a track record of accurately predicting performance. Can strongly influence team. Level 2. Adequate, but need more training.	Outstanding interviewer with a track record of accurately predicting performance. Can strongly influence team. Level 1. Not too good, need lots of training.	Outstanding interviewer with a track record of accurately predicting performance. Can strongly influence team. N/A
Use the latest recruiting techniques to maximize passive candidate throughput from the top of the funnel to the bottom.	Use the latest recruiting techniques to maximize passive candidate throughput from the top of the funnel to the bottom. Level 5. Outstanding, recognized expert.	Use the latest recruiting techniques to maximize passive candidate throughput from the top of the funnel to the bottom. Level 4. Very strong. Train others.	Use the latest recruiting techniques to maximize passive candidate throughput from the top of the funnel to the bottom. Level 3. Strong, but need some coaching.	Use the latest recruiting techniques to maximize passive candidate throughput from the top of the funnel to the bottom. Level 2. Adequate, but need more training.	Use the latest recruiting techniques to maximize passive candidate throughput from the top of the funnel to the bottom. Level 1. Not too good, need lots of training.	Use the latest recruiting techniques to maximize passive candidate throughput from the top of the funnel to the bottom. 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.	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.	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 4. Very strong. Train others.	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 3. Strong, but need some coaching.	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 2. Adequate, but need more training.	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 1. Not too good, need lots of training.	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. N/A

Feel free to add clarifying comments

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

Other

Other (please specify)

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* 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

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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