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How to form a relationship with your recruiter

How to form a relationship with your recruiter

Hiring quality employees is essential to the growth of your organization, and hiring now is harder than ever. Unemployment in the insurance industry sits at just 1.7 percent meaning there aren’t as many people looking for jobs in the field as in the past. At the same time, the industry is facing one of the largest talent losses in history as thousands of people are set to retire in the next couple of years.

The market for talent is tight and with the odds stacked against you, it’s important that you hire creatively and efficiently. The best way to find the best candidates in a timely fashion is to turn it over to the professionals: the recruiting team at The James Allen Companies. As insurance industry recruiters, we specialize in finding the insurance professionals that will work for you to elevate your company to the next level.

When working with our recruiters, the best way to get the most bang for your buck is by developing a relationship with them. We value the relationships we form with our clients. It allows us to make more successful hires because we have a chance to better understand your business. Trying to hire and run your business can be overwhelming, and forming relationships might be the last thing on your mind. But, in the best interest of your business, there are a few things you should know about how to form a relationship with your recruiter.

Get your ducks in a row.

Make sure you know what you need. If you don’t, we won’t either. What position are you hiring for? What are the requirements for the position? What hard and soft skills are needed for the position? When do you need this person to start? By communicating your expectations, we will have a better understanding of what you need. Getting to know your business gets our relationship off on the right foot and minimizes confusion in the future.

Be flexible.

Passive candidates have so many options in this market and need a good reason to leave their current position to work with your company. While money is important and can be a major sticking point, passive candidates are often motivated by more than just a dollar figure. Other driving factors are benefits, positive workplace culture and, more importantly, opportunities for advancement and career growth. The key is creativity. Being open to candidates who can grow into the role will have a major impact on their decision to make the move. Our recruiters have the patience and persistence to discover what motivates these candidates and how they fit into the bigger picture of your business’s success.

Communicate directly and openly.

Do you remember the telephone game? Someone whispers something in someone’s ear, it goes around the circle and when it gets back to the beginning of the circle, you find out what you heard was far from what the original person said. This can happen in the hiring process if we aren’t working directly with the ultimate decision maker. Too many members of your hiring committee in the mix can result in miscommunication and confusion.

Make decisions in a timely manner.

When a candidate takes the time to meet with you and discuss your company, you owe them the courtesy of a quick decision. Establish a deadline for the decision to be made, make sure the recruiter is kept informed.

Trust the process.

Armed with the knowledge and expertise, our recruiters know how to identify and recruit qualified candidates for your company. Every step of the way, our efficient and attentive approach ensures you’ll find the right candidate at the right time. We share updates frequently so you know what’s going on and why we select the candidates we do. When given the opportunity to propel your business, we offer every resource available to serve your needs.

The James Allen Companies cherishes the relationships we form with our clients. We are dedicated to working with and for you. When you partner with the best name in insurance industry staffing, you know you’re getting the best candidate the industry has to offer. If you’re interested in developing a partnership that will last, contact us today to find the hiring solutions that work for you.

Assessing Soft Skills

Assessing Soft Skills

As we discussed last week, soft skills are crucial when finding the best candidate for your insurance business. Ninety-two percent of talent professionals believe soft skills are just as important if not more than the technical skills needed for the job. At The James Allen Companies, we believe both are essential, but soft skills can mean the difference between a good hire and a bad one. In fact, one study found 89 percent of bad hires lack the necessary soft skills needed to succeed in their place of work.

Considering how essential soft skills are to choosing the right candidate, it might surprise you that only 41 percent of businesses have a formal process to evaluate those skills. It’s time to start a soft skills evaluation process that can result in more successful hires.

Determine what skills are needed: Decide and list the skills needed for the position you’re hiring for and the company culture. Do you have a collaborative culture or do people work on their own? Does this position require persuasion to sell a product? Identifying what skills are needed for the job will help you come up with the process of evaluation.

Engage with your candidate. Interviewing a candidate is a great way to get to know a person on a professional level, but if a candidate is going to be working with you, you need to know them personally too. Don’t just interview with them, interact with them. Set up a meeting in an informal setting. This is a much better way to pick up on those key social skills you need at your company.

Standardize your interviews. The questions you ask one candidate should be the same ones you ask every other candidate. When selecting questions to ask candidates, choose behavioral questions that ask the candidate to draw on their past experiences and situational questions to gauge how they might react in situations they may encounter on the job.

Challenge them. This is similar to situational questions except you’re actually watching them in action. Give them a task such as planning a campaign or selling a product. Watch them perform the task and let them walk you through their process. This is a great opportunity for you to observe their soft skills in action.

Consider tech-based analysis methods. There are a lot of online services that can help you systematically evaluate a candidate’s soft-skills. These are great for eliminating bias in the process but can add time to the candidate’s application process which can be a turnoff to some candidates.

Evaluating soft skills is a difficult task, but is incredibly important for the hiring process. If a candidate lacks the skills your business needs, they can have a negative impact on your business. Recruiters at The James Allen Companies identify candidates that have the necessary communication, persuasion and other soft skills your company needs. We find candidates that are already successful and can transfer their skills to your business for continued success. Give us a call today to see how we can help your company identify the candidates with the skills you need to help your business prosper.

What Makes a Successful Leader?

What Makes a Successful Leader?

In the hyper-competitive insurance industry, to be on top, you must have a sharp team running your organization and you must have strong leaders guiding them to success. Without the right leadership, your company may suffer from increased turnover and lower profit. Luckily, there are a few qualities of successful leaders that you can identify during the hiring process to help determine the good from the bad.

The Costs of a Bad Leader

Just one poor leader can cost your insurance company more than $125,000 per year; a poor leadership team can result in millions of dollars lost. Poor leadership structure can create a 5 to 10 percent productivity drag, which can be detrimental to the culture of the business, resulting in a lack of vision or strategy, a culture of mediocrity and low employee morale. Dismal managers are not motivators, and that won’t work for your bottom line. In fact, a lack of good leadership can cost your company about seven percent of your annual sales, can decrease customer satisfaction and can cause up to 32 percent of your organization’s turnover.

What Makes a Good Leader

It can be difficult to identify a good leader because leadership styles are as unique as the individuals doing the leading. However, according to the Center for Creative Leadership, good leaders can be defined by a few key characteristics: honesty, the ability to delegate, commitment, confidence, creativity and intuition. Successful leaders also possess key traits such as the ability to self-manage, effective communication, being accountable, a passion for fostering innovation and agile learning abilities that allow them to manage a team fairly and efficiently while maintaining, even improving, company culture.

Leaders have a habit of staying curious, meaning they allow curiosity in their employees. They prioritize wellness and have the ability to listen and ask questions when necessary, valuing the health and well-being of the people they work with.

With nearly two decades in identifying and placing leaders in the insurance industry, the recruiters at The James Allen Companies recognize the qualities of successful leaders. If your company is in need of leadership, we can connect you to the candidates that will get the job done. Our access to passive talent who have proven their success gives your organization the foundation for continued growth.

To find out how we can help your business grow, give The James Allen Companies a call today.

Hiring in 2019: The Struggles and the Solutions

Hiring in 2019: The Struggles and the Solutions

Last week, the Great Insurance Jobs’ 2019 Insurance Industry Employment and Job Outlook report was released, giving us insight into the future of hiring in 2019—and it’s set to be an interesting year. A record-breaking 2.7 million people work in the insurance industry right now and the unemployment rate for the industry is only 2 percent; however, Great Insurance Jobs estimates 400,000 jobs will need to be filled by 2020 due to the high number of people retiring this year.

Here at The James Allen Companies, we are prepared to take this hiring challenge head-on. Based on this year’s findings, we identified 5 of the most pressing hiring issues facing this insurance industry and their resolutions.

  1. Too many unqualified candidates. We know the insurance industry is a great one to be a part of, and more people are starting to catch on. One problem facing the industry is the number of applicants who want to join the party but aren’t qualified for the position, or who lack insurance industry experience. When using common search methods like job boards to find talent, you’re only targeting active candidates. That means you will spend the majority of your time sifting through hundreds of unqualified candidates trying to join the game but not understanding how to play.
  2. Finding qualified people in my area for the right price. Depending on the area you’re in, your options for local talent looking for positions may seem limited. When it comes to compensation, salary grades and relocation costs, finding the proper candidate can seem like a losing battle.
  3. A lack of talent for technology-based careers. Technology-based careers in insurance are growing exponentially. These careers are expected to be one of the top five most in-demand insurance positions in 2019. It can be difficult to find this talent if your company has never had to find it before—and to make things more difficult, every industry needs the same talent. Technology professionals are in high demand in every field, making these positions incredibly competitive.
  4. Inadequate recruitment budgets. Open positions at your company take time and money. Many companies are faced with recruitment budgets that are too low to be effective. Much of those budgets are used determining which talent acquisition and software are worth using since there are so many available. Those who participated in this study also said they had a difficult time convincing high-up management staff to increase the budget to find the right candidate.
  5. Starting pay for sales positions. In the insurance industry, 20 percent of careers are in sales. Much like technology-based positions, other industries are fighting for the best sales professionals out there, leading to aggressive competition. Compensation for these positions have to be compared not just to insurance industry standards, but other industries as well.

No matter the hiring issue, the recruiting team at The James Allen Companies has the solutions. When it comes to investing in new talent, you want to make sure you get the best return, and partnering with our team ensures the best ROI. We face hiring challenges head-on and use our tried and true search methods to find the best candidates for you every time. We keep up with industry standards and know exactly where to find the candidates you need. We stay aware of market trends for pay and compensation to help you make an informed decision when it comes to picking the type of candidate who will work best for you.

By partnering with the recruitment experts at The James Allen Companies, you will have access to the best network of qualified, passive candidates in the market. With access to the best recruiting technology out there, we can find the right qualified candidate for you to keep your business ahead of the game.

Give us a call to discuss the recruitment solutions we can offer you and your business today.


What do candidates really want?

What do candidates really want?

We’ve talked a lot in the past few blogs about the importance of selling candidates on opportunities at your company, but that’s often easier said than done if you don’t know what candidates want. As markets change and new generations take their places in the workforce, expectations for employers change—and it can be hard to keep up. To help you out, we’ve broken down many benefits and perks today’s candidates are looking for when seeking new opportunities.

How important are benefits?

Recent studies show that benefits are among the top factors candidates consider when looking for new opportunities, but also that employers aren’t offering the incentives employees really want.

While only 10 percent of employees said benefits are the most important factor when accepting or rejecting job offers, 80 percent said they would take a job with good benefits over one with more money and 55 percent said they would accept a job with lower pay if there were better benefits. Benefits are vital for recruitment and retention, and by keeping track of the benefits candidates are interested in, you can set your business above the rest.

The benefits candidates want

Candidates value many things in the workplace. Competitive pay immediately comes to mind, but these days, the additional benefits and perks are even more important than financial gain.

Regarding traditional benefits, 88 percent of workers say health benefits are important to them. These benefits can include medical, dental, vision or any other health-based benefit or perk. However, only 44 percent of employers actually offer these benefits. That number is even lower when it comes to mental health benefits. Only 15 percent of employers offer these benefits to their employees.

Paid time off and paid parental leave are also cited as key factors to employees looking for opportunities. We all know how important it can be to take a few days off to take care of personal or family business or just get away from the office, but unfortunately, only 36 percent of employers offer paid time off and only 13 percent offer paid parental leave. These benefits, including the opportunity for flexible schedules, are especially beneficial for those with children or other personal responsibilities.

Additional benefits candidates look for are bonuses. Just over 40 percent of employers ranked bonuses (especially holiday bonuses) as a preferred perk. Sign-on and retention bonuses can also encourage candidates to accept your offer and continue to perform above expectations for years to come.


Recruiting and keeping employees can be hard when you don’t understand what they want. At The James Allen Companies, we stay up-to-date on market trends so we always know what candidates need. By partnering with The James Allen Companies, we will help you identify the right candidates for your business and help you identify the benefits you need to get those candidates on board. Give us a call today to talk with a recruiter about attracting and retaining the candidates you need to help your business grow.

How to Perfect Your Pitch to Candidates

How to Perfect Your Pitch to Candidates

With 2019 Major League Baseball season set to begin in just a few days, I got to thinking about the team dynamics of a baseball team. A baseball team has a 40-man active roster of both defensive and offensive players (batters as we call them). The nine men on the field playing defense all have their part defending the bases and monitoring the outfield with the catcher calling the shots for the pitcher. Every player is important, but the one that really determines how the game gets played is the pitcher.

Every team needs a good pitcher to throw those perfect no-hitter games. Think of your company in the same way. You have to be that perfect salesman, or pitcher, in order to get the job done. So how are you at pitching your company to potential candidates when there’s an open position at your company?

So, how do you make that perfect pitch?

The Details Matter

Selling your company to potential candidates begins with the job description. That initial pitch to your candidates needs to get them interested in the opportunity. Here are some basic tips to help you write the perfect pitch for your candidate. 

  • The job title. This is an obvious starting point for a job description as it literally tells a person what the position is. A good job title should reflect the nature of the job and the ranking order of where the position falls on the company’s roster.
  • A breakdown of daily tasks. Paint a picture for your candidate of what their day will look like in this position. You can include a breakdown of tasks by percentage, or, if the position is more flexible, explain what tasks will be completed throughout the course of the position.
  • The desired skills and competencies. These should be listed separately since they are two different things, however for the sake of time, we’re putting them together. Skills are activities that can be learned and measured over time like proficiency in Microsoft Office applications or other types of software. Competencies are the traits a person should be able to display for the position such as leadership or communication skills. 
  • Define the benefits. Telling candidates what they get from your company can set your company apart from others. If you offer good health insurance or paid time off, candidates will be more eager to pursue a position at your company.
  • Salary ranges. It always comes down to numbers. Candidates want to know they’ll be paid based on their experience and for the work they’ll put into your company. By offering a range, you can give a candidate a good idea of what their skills might be worth to your company.

Additional tips

Now that you know what elements you need for your perfect pitch, here’s some additional tips on how to make your pitch the best one in the league.

  • Spell check. Before handing over the job description to the recruiter who is helping you fill the position, check for any spelling errors and grammar mistakes. Make sure you check your formatting too. Big blocks of unorganized text can be an instant foul play in the eyes of a potential candidate.
  • Avoid cliches and focus on keywords. Don’t use terms like “rockstar” or “best-of-the-best” in a job description. Focus on terms that can actually be defined and measured so you don’t scare away candidates. You don’t want a candidate reading your job description to roll their eyes and move on to the next opportunity.

A decent job description can help set your company’s open positions apart from the rest, and while it’s only the first inning in the hiring game, it’s an important part of getting candidates interested.

At The James Allen Companies, we understand how important a good job description is for a candidate. With over 40 years of recruiting experience we know what can make or break a good pitch to potential candidates and can provide feedback and expertise on how to make your job descriptions perfect no-hitters.

What Your Silence Says to Candidates

What Your Silence Says to Candidates

Composer Claude Debussy said that music was the silence between the notes. An old adage states that silence is golden. Mark Twain reminded us that it’s better to keep your mouth shut and be thought a fool than open your mouth and remove all doubt. There are a lot of ways to say it, but it seems to be universally accepted that silence is tremendously valuable. Except when it comes to hiring. The more silence you allow to invade the process, the more opportunity you give your competitors to steal away potential candidates.

Many companies are unaware of how the quiet spaces between the various stages can affect candidate enthusiasm, so we have outlined some of the more perilous areas where silence can be especially damaging.

After First Contact

Once you have made initial contact with a candidate, you cannot overestimate their excitement and tenacity. This is a crucial time where you can either start things on the right foot by reciprocating that desire to move further or you give them room to pause by leaving them in the dark. We all know that we only get one chance to make a good first impression, so it is vital that the impression candidates have of you is one that resonates clear communication and a healthy interest.

Throughout the Process

If you have decided to move a candidate forward to the next step, communicate with them how that transition will work. People want to know what to expect, and they like to know when to expect it. Transparency is crucial for both parties. As the hiring company, you hope for and expect honesty and clarity from those you hire. It stands to reason they deserve as much in return. At this crucial point, silence can be translated as a lack of interest, which can inspire your prospective hire to abandon the process or seek out companies who won’t leave them in the dark.

It Ain’t Over Til It’s Over

Even the companies that exhibit great communication throughout the hiring process can find themselves taking their eye off the ball. Perhaps you have found a great candidate. You’ve been responsive. They’ve interacted well. You extend a verbal offer, and they accept. This is the point where too many organizations allow themselves to become too comfortable and allow too much time to lapse between the verbal commitment and something more official. Even the best candidate can be fickle, and at this important stage, silence breeds restlessness. Restlessness leads to recklessness. And recklessness can include abandoning a stagnant verbal offer for something more concrete.

Shorten the Silence

It stands to reason that you cannot be in constant communication with a candidate, but it is vital that you minimize opportunities for silence. There are innumerable variables that can deter a candidate; therefore, it doesn’t make sense to create additional roadblocks. Additionally, by reducing the silence throughout the process, you shorten the overall time it takes to locate and place the right person. The less time you spend between the stages of recruiting, interviewing, extending an offer and onboarding, the less opportunity there is for disruption.

At The James Allen Companies, we help reduce the silence while allowing you to stay focused on your day-to-day business. We are not only experts at locating and attracting the best professionals, we focus on finding passive candidates and bringing your opportunity front and center. Additionally, we keep these individuals engaged throughout the various stages while reducing the overall time it takes to make a hire by facilitating the logistics associated with interviews, offer proposal and onboarding. Partnering with us improves both you the level of professionals you place and the enthusiasm and drive they bring to your organization.

Worried about retaining millennials? Start focusing on Gen Z.

Worried about retaining millennials? Start focusing on Gen Z.

Last December we published an article titled “Our Last Word on Millennials.” And we meant it. If you haven’t already gone through the process of addressing your hiring processes and adjusting them to target millennials, you’re too late. This is not to say that there still isn’t a vital need to continue to develop hiring practices that are designed with millennials in mind, but millennials no longer represent the incoming class of young insurance talent. Generation Z is matriculating as we speak and entering the workforce with a set of skills and ideas that won’t readily mesh with millennial-focused recruitment efforts (and don’t even think about refurbishing your Gen X practices for this group).

 

For forward-thinking companies who recalibrated to attract generation viewed as the polar opposite of the baby boomers, their millennial recruiting victories may be short lived. Now, as the economy flourishes and the job market begins to favor jobseekers, a new hurdle is keeping the talent that they worked so hard to attract. When considering how to retain one generation, it may seem counterintuitive to discuss how to attract the next generation, but a closer look reveals that the two issues go hand in hand.

 

Forward-thinking Practices Breed Commitment

If you think millennials are eager to jump ship for the next best offer, please refer to the article linked in the first paragraph. The myth that millennials are more likely to switch jobs is long debunked. They represent a generation that witnessed a collapse of the job market and what is most important to them is security. Most job changes made by millennials are not motivated by their current wants but by their desire to increase their chances for a more financially stable future. The way your company approaches hiring Gen Z is a reflection of your perceived longevity. Companies that are mired in old practices do not instill a great amount of confidence in their millennial employees. Millennials want to work for companies that are continuing to think about and work for a profitable future. When you actively work to attract this young class of talent, you send a message to your millennial workforce that you care about their future.

 

The Future of Insurtech

As the ongoing talent crisis created by the mass exodus of boomers has many companies working to find and promote millennial talent into the roles being made vacant by these vertical shifts, the demand for innovative technologies within the insurance sector continues to rise. While there are certainly individuals of all generations skilled in this particular segment, it will take a concerted effort to attract Gen Z to satisfy the entry level tech needs of an evolving insurance landscape.

 

The impending changes to the insurance industry as it relates to technology are inevitable. In the coming weeks, we at The James Allen Companies will continue to provide meaningful content regarding the growing field of insurtech. We also understand that at the core of the insurance industry is people, and we believe that the most important factor in meeting the changing technology needs of the industry is attracting the right people. The first step toward solidifying your company’s future and instilling a sense of security among your team begins with a renewed focus on bringing in the next young generation of insurance professionals.

Getting the Most Out of Your Recruiter:  Capitalizing on a Candidate’s Market

Getting the Most Out of Your Recruiter: Capitalizing on a Candidate’s Market

In our first installment of this three-part series focusing on the advantages of a quality recruiter for candidates we took you to the end of the process:  counteroffers. We did this for a number of reasons. Counteroffers are historically and statistically a detriment to the candidate. They serve as little more than an insult from a current employer who is likely doing what they can to retain an employee long enough to find their replacement. Accepting a counteroffer is also a quick way to irreparably damage one’s reputation, sending the message to the current employer, the prospective company and the recruiter that a candidate lacks integrity and honesty. Another reason why accepting a counteroffer can prove to be counterproductive is what brings us to this, our second installment on Getting the Most Out of Your Recruiter.

 

THE MARKET SHOULD MOVE YOU FORWARD

It’s little mystery that today’s insurance job market is candidate driven; however, it is this type of environment that can allow candidates to become a little too complacent. A candidate-driven market is not enough on its own to put insurance professionals on the fast track to success and upward mobility. Using the rising demand for talent as a lever within your current company is an enormous misstep, as it relates to the market. There are undoubtedly great opportunities out there for talented professionals with the dedication and drive to capitalize and further their careers. That being said, it makes little sense to use those opportunities as empty threats to pressure your current employer into offering a little more salary.

 

THE FOREST FOR THE TREES

With a candidate-driven market you will likely find many qualifying opportunities. Perhaps too many. This is really where one begins to appreciate the value of an experienced and knowledgeable recruiter. Understanding markets and knowing companies is their profession. Tasking yourself with evaluating multiple opportunities while balancing your current responsibilities can be more than difficult, it can be impossible. Working with a recruiter entrenched in the insurance industry provides you with a perspective that can focus your search and help you connect with an organization that can truly offer you the ability to maximize your career potential.

 

A CHANCE TO STAND APART

While every other candidate is relying on the market to do the work for them, these are the conditions in which the best can truly separate themselves from the pack. The market is like a current that has potential to carry candidates down the river, but those with the tenacity to still swim will find that they will go much farther, much faster. So how does one swim with the current? Many candidates approach this market with a “what’s in it for me” mentality. Imagine the refreshing shock potential employers will experience when they interview individuals who show up prepared, professional and interested in how they can help the company. Organizations will cling tightly and reward dearly those forward-thinking professionals who exhibit the willingness and the aptitude to go above and beyond regardless of what the job market dictates.

 

At The James Allen Companies, we have long been helping great people connect with great organizations in all job climates. We bring years of real industry experience and recruiting expertise to the table, which carries a great deal of weight with the clients for whom we recruit. The insurance job market today is positioned in such a way that candidates who are savvy enough to utilize the services and commit to the advice of experienced recruiters can enjoy success like never before.

How to Lose a Candidate in 10 Ways

How to Lose a Candidate in 10 Ways

Are you worried about attracting great professionals? Are you concerned that your hiring process might be making too positive of an impression on potential hires? Cast your worries aside. If you think you might be at risk of getting dynamic and talented individuals excited about your organization, The James Allen Companies has curated a list of the 10 most surefire ways you can drive away the best and brightest and keep your company from competing at the highest levels. Even for companies striving to grow and succeed by hiring great candidates, the list stands as a reminder of the mistakes that can cost your organization a chance at the best passive talent.

 

  1. Take Your Time

    When we search for candidates for our clients, we look for the most impressive passive talent that truly matches the opportunity and your organization’s culture. So when we present these proven professionals to you, be sure to stretch out your interview process for as long as possible. Nothing tells a highly qualified candidate that you couldn’t be less interested in them or more incompetent than draining every last bit of energy they have for your opportunity. An added bonus is that they may tell their colleagues how drawn out and painful your interview process was, ensuring that you’ll lose out on attracting other talented professionals.

  2. Assume They’re Jobless

    As we said, we seek out passive talent who are too focused on succeeding to be active in the job market. These individuals are employed and successful, but that doesn’t mean you have to treat them that way! If you want to drive away a great fit, there’s nothing quite as effective as making them feel like they should be thanking you for even taking the time to talk with them. Make sure you let them know early and often that they’re lucky to even have a chance at your opportunity, regardless of their past and present successes.

  3. Make ‘Em an Offer They CAN Refuse

    So you’ve been dragging out the interview process. You’ve made it clear that you believe you are their only hope in ever finding gainful employment (regardless of the fact they are already employed). But they’re still listening? Now it’s time to play hardball. If they haven’t figured out just how little you think of them, nothing sends the message of how little you value great talent by putting a paltry price tag on them. If you know what they’re making, offer them less. That’ll show them what you think they’re really worth.

  4. What’s Better Than One Great Passive Candidate?

    Ten mediocre active candidates! We have stressed in the past that the best and brightest candidates are most often those that are currently employed and not actively seeking new opportunities. The easiest way to discourage these great individuals is to bypass them altogether. By sticking to unhappy and underqualified applicants, you’ll avoid the exhausting work of scaring away impressive passive candidates.

  5. Put Them in the Pile

    Just because these great passive candidates didn’t come to you like the average applicant doesn’t mean you can’t treat them like any Joe Schmoe off the street. Sure, they aren’t even actively pursuing new opportunities, but by telling them to fill out an application before you’ll even consider speaking with them, you are all but ensuring they remember why they dislike the entire process, sending them back to the arms of their current employer.

  6. Resumes: Interviews For Dummies

    One expert solution to reducing passive candidates to nothing more than a faceless name is to distill them down to a single sheet of paper. Taking a three-dimensional professional and basing your entire perception of them on a two-dimensional piece of paper is an excellent way to keep them disenchanted and in the dark. Remember, there’s nothing a candidate can tell you about their vast experiences that you can’t learn from a few brief lines of text on a resume.

  7. “Why Do You Want to Work With Us?”

    Let’s not forget these passive candidates weren’t looking for a new career. They certainly weren’t looking for you. They may not even know anything about you or your organization. Still, that shouldn’t stop you from making it very clear that they are very lucky to have an audience with you. If you want to take this strategy up a notch, passively imply you don’t think they’re quite qualified while also dismissing their credentials.

  8. Keep Them Waiting

    Don’t limit yourself to only delaying the overall process of interviewing and making a decision. Take every opportunity to keep candidates waiting, apprehensive and uncomfortable. A key moment to express just how disinterested you are in a passive candidate comes at the interview. If you have the interview scheduled for 9:00 A.M., the candidate will most likely be there early. Keep them waiting until about 9:20 just to give them adequate time to really question your culture and begin reconsidering the opportunity altogether.

  9. Make it About the Money

    The best professionals in the industry are serious about what they do and they do it well, which is why you will want to ignore everything about the opportunity and cut straight to the chase. Keep it general and talk primarily about the financial reasons. If they’re only there for the money, then it’s only a matter of time before they leave again. And then you get to start the whole process over! This is a really great tip for not only pushing away serious individuals but for also landing employees who are only motivated by the most superficial factors.

  10. Candidates are Mushrooms…

    So feed them crap and keep them in the dark. A common theme among our tips is making them wait, and then making them wait a little longer. The best time to keep them out of the loop is after the interview. They are going to be eager to know how it went, which is why you want to withhold that feedback for as long as possible. And when you do provide it, keep it vague and noncommittal.

 

In all seriousness, we know you want the most talented and driven candidates that truly connect with your company’s mission and culture. We also know that an applicant being active and/or unemployed should not immediately discount that individual’s potential; however, the best candidates are usually the ones not currently seeking new opportunities. It then stands to reason that they are going to be the ones most easily turned off or discouraged by unnecessary delays and apparent disinterest. If you are interested in landing the best passive talent, like the professionals presented by The James Allen Companies, be sure to NOT follow the aforementioned tips.