Recruiting Passive Candidates

1. Talent Management – Recruiting Recruiting Passive Candidates

2. Recruiting Passive Candidates • Passive candidate – one who is not actively searching for an opportunity BUT is willing to listen…..

3. Recruiting Passive Candidates • Facts about passives: • Unlikely to respond to traditional recruiting techniques • Proactively managing their career • Typically comprise the highest value talent pool • Harder to target • Others are calling them as they are in high demand • Typically stay 3X longer with an employer • Promoted nearly twice as often • Appreciate high impact/high growth jobs • Focus on the long term opportunity with a company • Culture, mission, values and vision are critical

4. CATEGORIES OF PASSIVES Recruiting Passive Candidates Desperately Active – unemployed and anxiously seeking new opportunities – apply to any and all positions Rationally Active – consistently looking for new role – but does so with clear strategy – job boards, networking, etc. but tends not to be highly selective Occasionally Active – keeps resume updated, maintains strong professional network – keeps eyes open for ideal job Inquisitive Passive – not actively looking, but may display interest if prompted (I.e., networking session, blog, etc.) Attainable Passive – Willing to listen but does not engage in job search strategy – waits for right opportunity Loyal Passive – may be open to speaking with known contact, unlikely to consider new role UNLESS it offers significant advantages Unattainable passive – High performer at current company – not likely to listen to new opportunities

5. Rewards Recruiting Passive Candidates Remember…….when trying to recruit passives: Career Growth Passives move for their reasons – not yours

6. Recruiting Passive Candidates • Primary reason any passive is not interested……. • LACK OF INFORMATION • It is critical that you and the team have: • Clear best in class candidate profile • Know the job you are trying to recruit for inside and out • Be able to ‘sell’ the culture and why this person would even consider joining SABIC

7. Best way to initiate conversation is Good Afternoon Robert: Your expertise in the area of ________ has prompted this email. Our _____ business is in a rapid state of growth opening up ____ positions in the areas of __________. I am reaching out to professionals such as yourself to brainstorm the best methods to reach world class candidates. I would be happy to discuss further and promise to take up no more than 10 minutes of your time. May I call upon you on ______ at _______. I appreciate your insight and time in this matter and look forward to a productive conversation. Thanking you in advance for your time. Regards, Recruiting Passive Candidates

8. Ready to recruit? You have arranged a discussion with the Passive…… Your job…get them interested “Thank you for responding to my initial email – as promised I will not take up too much of your time. We are hiring XXXX engineers with expertise in XXXXX and your profile indicates an excellent background here – any ideas as to the best ways to find people?” If you sense reluctance – ask if they are active with their college alumnae association, belong to professional associations, networking groups, or anyone specific that they know of on the market. Here is an opportunity to say “You know this role really demands someone with a world class background and your profile is ideal – is there someone you know with a similar if not identical background to yours?” You now have to start selling the company – why someone would want to work here. You close with “May I follow up with you at the end of this week once you have had a chance to take in all we have discussed?” Thank them for their time and follow up on your commitment! Recruiting Passive Candidates

9. Recruiting Passive Candidates Goal of the preliminary discussion is to have the candidate start considering the tactical and strategic issues about changing jobs…. If you are talking too much – you are pushing – this is a dialogue!

10. FOLLOW UP CALL Recruiting Passive Candidates • What info YOU want to obtain during this follow up conversation: • Thank them for speaking with you again and ask if they have thought of any ideas…..then ask if there is something in the job that might appeal to them…..why/why not (here you have an opportunity to get their drivers/motivators) • What do you like to do the most – what drives you • What would you most like to change about your current role • (this is an opportunity for you to focus on what SABIC’s role offers) • What are your career goals – what is next for you? • (again, an opportunity to focus on what this role offers)

11. Recruiting Passive Candidates • Should I leave a VoiceMail? • Yes – if you follow these guidelines…. • Leave a professional message – who you are, calling to network, best times to reach you • Close with – I am really looking forward to speaking with you – I think this call will be beneficial for both of us…..

12. Recruiting Passive Candidates • Closing the Call • If you are sensing reluctance – make sure you say “If I can show you how this job can give you a chance to make a bigger strategic long term impact – would you consider a breakfast meeting with……. • If you are still sensing disinterest – at the very least obtain some names of potential networking contacts by: • Who would you work for again in your career • Who would you hire again • Who have you worked with that you consider world class • Remember, the door never shuts – agree to keep in touch periodically – find out when person is attending industry association events, meet for coffee…..

13. Recruiting Passive Candidates