Today’s job market is highly competitive, and it can be hard to find the right talent to elevate your team. 

While there are plenty of active candidates who are “open to work” on LinkedIn, posting their resumes online, and applying to multiple jobs, passive candidates are the hidden gems that can make a difference. These individuals aren't actively seeking new roles, but they can be some of the best talents your company can hire — if you know how to engage them.

In this post, we’ll define what a passive candidate is and provide you with the tools you need to find, attract, and retain them.

What is a Passive Candidate?

A passive candidate is someone who is employed and not actively seeking a new job. They’re harder to find because they’re not browsing job boards, posting resumes, or attending job fairs.

These are candidates who are satisfied in their current role but may be open to making a move for the right opportunity. 

Why You Should Be Looking for Passive Candidates

Passive candidates are incredibly valuable for many reasons. 

First, they come with experience and typically have the skills to make an immediate impact. Passive candidates are often further in their careers and are usually of higher quality, with skills that directly match your needs. 

Passive candidates tend to be a great cultural fit because they’re looking for jobs that match both their career goals and personal values. Since they’re not actively job hunting, they’re more thoughtful about making a move, and they’re usually only interested in roles that really align with where they want to go in the long run. This means they’re more likely to stick around and contribute positively to your team’s culture. 

These candidates also tend to bring a higher level of expertise and experience. They’re typically well-rounded candidates with a developed set of skills, meaning they can contribute right away with less training. 

Attracting Candidates: A Long-Term Commitment

Attracting, and ultimately hiring, passive candidates is highly effective but far from a quick fix. It’s a time-intensive process that requires dedication and a strategy built on trust. 

Remember, these candidates aren’t actively job hunting, so connecting with them takes more than a single outreach or job posting. It’s about building meaningful relationships over time, offering value, and creating a genuine connection – not just a job pitch. 

Finding the right candidates requires leveraging networks, referrals, and platforms like LinkedIn. But even more crucial is the approach, which should involve a personalized, thoughtful outreach that speaks to their unique experiences and career aspirations. 

The key to developing a solid relationship with passive candidates is delivering a positive candidate experience, ensuring they feel valued and supported at every stage.

How to Improve Candidate Experience

Finetuning your processes to improve your candidate experience requires time and effort – especially when you’re trying to attract a passive candidate. It’s not just about finding the right person for your team — it’s about creating a recruitment experience that speaks to their goals and priorities.

If you’re ready to enhance your candidate experience so you can attract top-tier talent, we have the insights you need. Download our “6 Ways to Improve Candidate Experience & Attract Passive Jobseekers” Whitepaper for:

• Details on the challenges hiring managers are facing
• A more in-depth look at what passive candidates want
• Insights on the importance of candidate experience
• 6 things you can do to improve your candidate experience

In today's competitive labor market, attracting and retaining top talent is more crucial than ever. According to recent statistics from LinkedIn, 87% of active and passive candidates are open to new job opportunities. This highlights the importance of having an effective hiring process that not only identifies the right candidates but also provides a positive experience throughout. Let's explore a framework that can help you hire the best talent while ensuring a great candidate experience: The 3 P's.

PEOPLE: The Foundation of Effective Hiring

Before you even begin your search, it's essential to identify and align the key people involved in the hiring process. Recent data from Indeed shows that 83% of employers believe that the quality of a new hire is determined by people involved in their hiring process.

Assembling Your Hiring Committee:

When forming your hiring committee, consider these key factors:

• Limit the committee to no more than 4 people – if you need input from others to help shape the role, solicit their input but there is no need to involve more than 4 people in the process.
• Include an HR/Talent Acquisition representative
• Involve the hiring manager
• Add a peer to the role being filled – they can give a realistic job preview
• Sr. Leader or Executive – optional depending on the role

Defining Roles and Responsibilities

Each member of the hiring committee should have a clear understanding of their role:

• HR/TA Rep: Initial screening and overall process management
• Hiring Manager: Technical assessment, team fit evaluation
• Peer: Cultural fit and day-to-day job insight
• Senior Leader: Strategic alignment to the culture, mission, vision, and values of the business

By clearly defining these roles, you ensure a comprehensive evaluation of each candidate from multiple perspectives.

POSITION: Aligning Requirements

Aligning requirements, characteristics, and necessary skills is crucial to conducting an effective and efficient search. This alignment helps create a consistent message throughout the hiring process and improves the candidate experience.

Updating the Job Description

Start by reviewing and updating the job description. According to a recent study by Indeed, 52% of job seekers say the quality of a job description is very or extremely influential in their decision to apply. Ensure your job description:

• Accurately represents the role and responsibilities
• Is specific but not too narrow in order to attract a diverse candidate pool
• Highlights your company's unique value proposition

Defining Must-Have Skills

Identify the non-negotiable skills and qualifications for the role. Be cautious about using years of experience as a hard requirement, as this can limit your talent pool unnecessarily. Instead, focus on specific skills and achievements that demonstrate competence.

Establishing Areas of Flexibility

Determine where you're willing to be flexible. This might include:

• Compensation structure
• Work arrangements (remote/hybrid options)
• Industry experience
• Certain certifications or qualifications

Creating Your Employee Value Proposition (EVP)

Develop a compelling EVP by answering two key questions:

1. Why would someone want to work for this company?
2. Why would someone want to work for this specific team or manager?

Recent data from Glassdoor indicates that 79% of job seekers consider a company's mission and culture before applying.

Your EVP should address factors such as:

• Career advancement opportunities
• Training and development programs
• Challenging and fulfilling work
• Flexibility and work-life balance

PROCESS: Streamlined Interviewing and Selection

An efficient interview process is crucial in today's competitive job market. According to the Bureau of Labor Statistics, the average time-to-hire in the US is 36 days. However, top candidates are often off the market within 10 days. To stay competitive, aim to complete your process within two weeks for most roles, and within 30 days for senior leadership positions.

Effective Interview Structure

1. First Interview (30-60 minutes): HR/TA or external Recruiting Partner pre-screening
   • Evaluate general history, skills, and qualifications
   • Assess preliminary technical and cultural fit
   • Gauge candidate interest in the role
2. Second Interview (60-90 minutes): Hiring Manager and/or Team Member
   • Deep dive into technical skills and experience
   • Evaluate leadership qualities (if applicable)
   • Assess cultural fit within the team and company
3. Final Interview (30-60 minutes): Hiring Manager and/or Senior Leader
   • Review candidate's understanding of the role and company
   • Address any remaining questions or concerns – The quality of the questions the candidate asks will provide great perspective on their potential fit

Selection and Offer Process

Once you've identified your top candidate:

1. Have the hiring manager contact the candidate directly about their selection and inform them an offer will be made.
2. Present the initial offer in writing to the candidate with relevant information they will need to make their decision:
   • Salary & other compensation outlined
   • Job Title and reporting information
   • Benefits information
3. Schedule call/meeting with the candidate, hiring manager, and HR representative present
   • Explain why the candidate was selected and why you are eager to have them join the team
   • Communicate the offer details (salary, title, start date, etc.)
   • Review benefits and other relevant information
   • Allow candidate Q&A

4. Allow 48 hours for the candidate to review and respond with a decision or additional questions.

*This personalized approach to offer communication can significantly impact acceptance rates and long-term retention.

Embracing Assessments:

While they play a crucial role in modern hiring processes, it's important to use assessments judiciously. Reserve them for select positions, typically executive-level roles, and ensure they evaluate both hard skills (IQ) and soft skills like emotional intelligence (EQ).

By following this comprehensive framework, you'll be well-equipped to hire the best talent while ensuring a positive candidate experience. Remember, in today's job market, the hiring process is as much about selling your company to the candidate as it is about evaluating their fit for the role.

When it comes to hiring leaders and key personnel, organizations face a critical decision: do it themselves, engage with contingency recruiters, or opt for a retained search model. Each approach has its advantages and limitations, and understanding these can help companies make informed choices that align with their hiring goals. At Requisite Talent Partners, we believe the retained search model offers unparalleled value for strategic and leadership roles, emphasizing partnership and long-term success. Here, we break down the differences and help you decide what’s best for your organization.

The Recruitment Landscape: Your Options Explained

Recruitment can be broadly categorized into four methods, each suited to different hiring scenarios:

1. Networking and Referrals: Leveraging your employees' networks can yield strong candidates, particularly in tight-knit industries or for roles that are easier to fill. Referral programs and incentives often enhance success in these cases.
2. Direct Hire Through Advertising: Many candidates actively search for roles online. Advertising on job boards, career pages, and social media can attract a wide range of applicants, though the volume doesn’t always equate to quality.
3. Contingency Recruitment: In the contingency model, multiple recruiters compete to fill the same role, with payment due only if a successful placement is made. This approach is widely used but comes with significant drawbacks.
4. Retained Recruitment: The retained model involves an exclusive partnership with a recruiter, focusing on strategic planning, deep discovery, and customized processes to identify the best-fit candidates. It’s a premium service designed for leadership or high-impact roles.

Key Differences Between Contingency and Retained Recruitment

Contingency Recruitment

• Process: Contingency recruiters operate on a no-win, no-fee basis, often working on multiple roles simultaneously. Speed is prioritized, leading to a competitive environment and a transactional relationship.
• Candidate Pool: Sourcing methods are typically transactional, relying on existing databases and generic advertising. Screening is minimal, and clients are responsible for the bulk of candidate assessment.
• Fee Structure: Fees range from 15-25% of the candidate’s first-year salary, paid after the candidate’s start date. Rebates or replacements are typically offered on a reduced scale over 90 days.
• Challenges: The competitive nature often results in duplicate candidate submissions, insufficient screening, and a lack of alignment with organizational culture. This can lead to higher turnover and less impactful hires.

Retained Recruitment

• Process: Retained recruiters work exclusively on a role, investing time to deeply understand the client’s needs. This includes tailored campaign planning, targeted sourcing, and robust candidate assessment.
• Candidate Pool: A proactive approach ensures access to both active and passive candidates, with an emphasis on quality over quantity. Screening includes cultural fit, behavioral assessments, and competency evaluations.
• Fee Structure: Fees range from 22-30%, typically divided into three installments. Retained recruiters often offer extended replacement guarantees, reflecting their commitment to long-term success.
• Advantages: By fostering a true partnership, retained search ensures alignment with the client’s strategic objectives, delivering better hiring outcomes, higher retention rates, and stronger cultural fit.

Why Retained Recruitment Delivers Superior Outcomes

Successful Placement Rates and Retention

• Retained searches boast higher fill rates due to the recruiter’s dedicated focus and customized process.
• Retention rates after 12 months are significantly better, reducing turnover costs and ensuring stability in leadership roles.

Quality and ROI

• The comprehensive assessment in retained recruitment leads to hires who excel in productivity, cultural alignment, and job performance.
• While upfront fees may be higher, the long-term cost savings from reduced turnover and higher employee satisfaction provide superior ROI.

Strategic Partnership

• Retained recruiters work as extensions of your team, offering insights into market trends, candidate motivations, and the competitive landscape. This partnership results in a more refined and effective hiring process.

When to Choose Contingency vs. Retained Recruitment

Contingency recruitment may be suitable for roles that are transactional, easier to fill, or where the candidate pool is abundant. However, for niche, leadership, or high-impact positions, retained recruitment is a clear choice. The exclusive, strategic focus ensures that you’re not just filling a role but finding the right talent to drive your business forward.

The Requisite Talent Partners Difference

At Requisite Talent Partners, we specialize in retained search for leadership and strategic roles, offering a tailored, results-driven approach. Our process emphasizes deep discovery, precise candidate alignment, and a commitment to your long-term success. By choosing the retained model, you’re not just hiring—you’re building a partnership that enhances your organization’s future.

Ready to elevate your talent acquisition strategy? Let’s start a conversation.

When you have a vacancy to fill on your team, it’s natural to want to find the perfect candidate. But that search for perfection could be costing you.

In the world of talent acquisition, we hear the term "unicorn candidate" used to describe the ideal, almost mythical employee who possesses an impeccable blend of skills, experience, and cultural fit. These are candidates who, in theory, can drive extraordinary value for the organization from day one. 

Of course, finding that perfect candidate is often a lot more difficult than it sounds – and actually could be hurting you.

In this blog post, we break down the challenges and pitfalls associated with waiting for perfection and provide solutions that can yield better results.

The Subjective Nature of the ‘Unicorn Candidate’

The first – and perhaps most significant – hurdle in the hunt for a unicorn candidate is the subjective nature of what makes a candidate perfect. 

What hiring managers view as a perfect fit is often heavily influenced by their past experiences, biases, and specific team dynamics. This means what one person considers a perfect fit for a job may be entirely different than what someone else has in mind thanks to their different backgrounds.

For example, one hiring manager might prioritize a candidate's ability to lead cross-functional teams based on their previous success with a similar employee. Another might emphasize cutting-edge technical skills due to a past project that thrived under such expertise. 

That subjectivity can lead to unrealistic expectations, where the ideal candidate must tick every box on a long list of requirements. This often makes it nearly impossible to find a candidate who satisfies everyone's expectations.

The Challenges of Engaging ‘Unicorn Candidates’

Unicorn candidates are often deeply embedded in their current roles and organizations. They are the high performers, who are often well-rewarded and engaged in challenging, fulfilling work. Their employers recognize their value and invest heavily in their retention. 

This means you’ll need more than just a compelling job offer to attract these candidates. It also requires a strategic approach involving time, money, and relationship-building.

Engaging with these candidates involves understanding their motivations and career aspirations, which might not always align with a straightforward job switch. You’ll need to demonstrate how your opportunity offers unique growth, impact, and work-life balance that their current role might lack.

The Cost of Waiting for Perfection

Taking into consideration how difficult it can be to find a “perfect” candidate and then engage and attract that candidate, is the wait worth it?

While organizations wait for the “unicorn candidate,” the cost of an unfilled position grows. Critical job functions remain unperformed, projects stall, and team morale can suffer under the strain of additional workload. 

In today's fast-paced business environment, this delay can translate into tangible financial losses and missed opportunities.
Rather than holding out for the perfect fit, it might be more beneficial to consider candidates who meet most of the key criteria and possess growth potential. With the right development and support, these candidates can often exceed expectations and bring fresh perspectives and energy to the role.

A Balanced Approach to Talent Acquisition

The quest for “unicorn candidates” is understandable but often overlooks the practicalities of the current job market. By balancing the ideal with the attainable, organizations can more effectively fill critical roles and drive business success. 

Here are a few strategies to consider:

Redefine the Ideal Candidate

Clarify the must-have skills and experiences versus the nice-to-haves. Focus on core competencies that align with the job's critical success factors.

Invest in Development

Be open to candidates who show strong potential and a willingness to learn. Investing in their growth can yield significant long-term benefits.

Strengthen Employer Branding

Cultivate a strong, attractive employer brand that naturally draws top talent. Highlight your organization's unique value proposition to differentiate yourself in a competitive market.

Leverage Relationships

Build and maintain relationships with high-potential candidates, even if they are not ready to move immediately. A strong network can be a valuable asset in future hiring needs.

While the allure of the unicorn candidate is strong, a more balanced and realistic approach to hiring can lead to more sustainable and successful outcomes. 

By understanding the challenges and adopting flexible strategies, organizations can build robust teams ready to tackle today's dynamic business challenges.

If you need help with your talent acquisition strategies, Requisite Talent Partners is here to help. Our team can work with you to strengthen your employer branding, find high-quality passive candidates, and leverage our deep talent network to help you succeed.

Ready to break through your talent ceiling? Get in touch with us!

When acquiring talent, understanding the difference between vertical and lateral recruitment is crucial for successful outcomes. These two approaches not only target distinct types of candidates but also demand unique strategies for sourcing, messaging, and flexibility. 

Imagine your organization is poised for growth and you need to decide whether to seek out industry veterans or fresh perspectives from different fields. Knowing when and how to use vertical versus lateral recruitment can be the key to securing the talent that will drive your organization forward. 

In this blog post, we’ll dive into the nuances of each recruitment approach and offer actionable insights to help you make informed decisions and optimize your talent acquisition strategy. 

Vertical Recruitment: Climbing the Career Ladder

What is Vertical Recruitment?

Vertical recruitment focuses on attracting talent for roles that offer a significant step up in their career. These positions typically come with increased responsibilities, a higher title, and the potential for long-term growth within the company. 

Vertical recruitment is often about aligning with the company’s future goals and securing leaders or key players who can help drive the business forward.

In vertical recruitment, employers are generally less flexible because they are looking for specific skills, experience, and leadership qualities. They have a clear vision of what they need to achieve their long-term goals. 

On the other hand, the candidate may need to be more flexible — whether it’s relocation, adjusting to a higher level of responsibility, or aligning with the company’s future vision. Candidates in vertical recruitment are typically running toward something — seeking career advancement, leadership opportunities, and the chance to make a significant impact.

How to Reach Vertical Recruitment Candidates:

• Focus on Ambition: Target candidates looking to advance their careers and those motivated by growth opportunities.
• Emphasize Leadership and Impact: Highlight the role’s importance in shaping the company's future and how the right person can significantly impact success.
• Be Selective: Prioritize candidates with a proven track record in leadership or those who have demonstrated their ability to step into more significant roles.

Lateral Recruitment: Moving with Purpose

What is Lateral Recruitment?

Lateral recruitment involves acquiring talent for roles similar to their current position but at a different company. In these scenarios, talent is often running away from something — a toxic work environment, dissatisfaction with current leadership, or a lack of career satisfaction.

In lateral recruitment, the company needs to be more flexible because candidates in these situations are often less willing to compromise. They know what they want and are looking for a better fit in terms of work environment, culture, or compensation. This means the candidate is less flexible about what they are willing to accept.

How to Reach Lateral Recruitment Candidates:

• Highlight Cultural Fit: Emphasize how your company’s culture and values align with the candidate’s needs and desires.
• Focus on Immediate Benefits: Showcase the tangible benefits of the role, such as work-life balance, compensation, and job satisfaction.
• Tailor the Approach: Understand that these candidates have specific requirements and be prepared to meet them with specific ways your organization addresses those requirements.

Critical Differences Between Vertical and Lateral Recruitment

Understanding the core differences between vertical and lateral recruitment can help you craft more effective recruitment strategies:

1. Flexibility:
   • Vertical Recruitment: Employers are less flexible, and candidates must be more adaptable to meet the demands of the role.
   • Lateral Recruitment: Companies need to be more flexible, as candidates are typically less willing to compromise on their requirements.
2. Motivation:
   • Vertical Recruitment: Candidates are generally motivated by growth and career advancement — they’re moving toward new opportunities.
   • Lateral Recruitment: Candidates may be motivated by the need to leave an unsatisfactory situation — they are moving away from current issues.
3. Focus:
   • Vertical Recruitment: This approach is aligned with the company’s future state, focusing on long-term goals and objectives, organizational change, and growth.
   • Lateral Recruitment: This strategy addresses present needs, such as filling immediate gaps or improving team dynamics.

Tailoring Your Recruitment Strategy

Both vertical and lateral recruitment are vital to building a successful team but require different approaches and considerations. Understanding the unique dynamics of each strategy will help you better align your recruitment efforts to attract the right candidates.

At Requisite Talent Partners, we understand the intricacies of both vertical and lateral recruitment. Whether you're looking to bring in a leader who can shape your organization's future or need a skilled professional to enhance your team’s current performance, we’re here to guide you through the process with tailored strategies that meet your specific needs.