You believe in making leaders within the company. You have executive coaching in Canada for the
same but still time and again, there arises a need to look for talent from
outside for the critical roles. For one of the top executive search firms in Canada, it’s not unusual to find a
passive candidate for a client for a crucial and critical role in their organization.
The executive level posts usually are so critical that they need to be filled
by successful people who are actively working in a particular industry. However
such candidates are not always actively looking for a job post, therefore,
reaching out to them through conventional methods of recruitment is a lost
cause.
So what is the difference between a passive and active talent and
why is it crucial for you to understand this difference. The reason is when you
take the final rounds of interviews, this knowledge about the difference would
come in handy. ICF accredited Executive Coaching Firm In Canada
An active job seeker is seeking your help to solve their challenge
that is their need to find a job. But while pursuing a passive talent,
you are actually asking them to solve the challenge you are facing that is
helping your company move forward and thrive.
This means the expectations need to shift somewhat from both ends.
Here are some helpful reminders that can help you carry out a friendly
interview while dealing with a passive candidate.
It’s A Two Way Street
The foremost thing that needs to be kept in mind while hiring a
passive talent is that it is a two-way communication round where the candidate
has come to understand more about the opportunity. In other words, the passive
candidates are equally interviewing the interview panel as much as the
interview panel is hiring the passive candidate. Another point to keep in mind
is that a passive talent who is currently successful in his post is not there
to prove themselves.
So having an open, substantive dialog about the challenges you are
facing as an organization is a better way to handle the situation. Good passive
talent will begin to work on your problem right from the start and that will
show in the first interview itself.
Ask Intelligent Questions
In other words, ask questions that allow the passive candidate to
truly demonstrate how they would like to approach a problem. You can cite a
problem that you have faced in the past and ask them to elaborate on how they
might have approached the problem. This will give a much clearer picture of the
candidate’s thought process.
Answer The Tough Questions
An executive-level passive talent will have thoroughly prepared
and done their homework before the interview. They would have a bunch of
questions for you too which would not be that simple. To all the questions that
are asked, be honest. Discuss the challenges that are related to the post you
hiring for. This would show that you are keen on hiring this passive candidate
thus giving him nudge to take on this new opportunity.
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