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Candidate Research| Passive Candidate Sourcing

Smart Sourcing. Genius Partner.

Candidate Research

Passive Candidate Research is a powerful form of recruitment research. Typically, it is designed to identify and profile candidates for important executive openings and for senior technology positions that are challenging to fill.

However, passive candidate research is also used to build diversity talent pools and succession talent pools — identifying potential candidates to replace an underperforming incumbent.

In addition, passive candidate research can include more than a list of potential candidates. Sometimes it includes executive recruiting, reaching out to screen and qualify potential candidates. Sometimes passive candidate research includes Org Charts and Talent Intelligence Reports

We do all this and more for our clients.

 

Actionable Lists of Potential Candidates

Sometimes, all a company needs is an actionable list of prospective candidates. That’s where we come in. We do the research, write biographies, and develop contact information that we verify. 

We do this all the time, even though our clients have invested considerable sums in LinkedIn licenses. In fact, some clients tell us LinkedIn is not the recruiting panacea they hoped it would be. Many LinkedIn profiles are outdated or abandoned altogether. Some member profiles are even fake. In addition, many candidate profiles lack the level of detail needed to determine whether the member is a possible candidate. Most lack contact information. And LinkedIn no longer allows you to include the contact information when you export a list of your first-degree connections. 

Corporate sourcing teams often deliver a data dump of names found on LinkedIn and Google. Only thing is, while that may work for some searches, that approach regularly misses A-players — the kind you want to recruit to senior leadership roles. We reach far beyond LinkedIn to tap other little-known sources of data to build out profiles, to develop contact information, and to find the most current information. So while we use LinkedIn too — who can resist a database of 500 million names? — we also lay it down, applying unparalleled candidate sourcing expertise to produce an actionable list of top prospects. 

 

Sometimes You Need Screened, Qualified Candidates

Sometimes, a company needs an actionable list of screened, qualified candidates. Clients regularly come to us to give their executive recruiting teams a boost. We reach out to candidates by phone, email, and across social media. We engage their interest. We then gather essential deal-making details — compensation and relocation preferences, motivations, and ideal next roles. We request updated resumes and deliver the information rolled up into a Prospect Brief report.

 

Sometimes You Take It Up a Notch with Org Charts

 

Unstructured data lacks the precision needed for competitive advantage. That’s why our more proactive clients often ask us to deliver an actionable list of candidate profiles with org charts. In The Definitive Guide to Org Charts, we share how org charts produce competitive intelligence that makes search smarter. And that’s not all.

 

Sometimes You Opt for Talent Intelligence Reports

For new positions, challenging searches, and proactive initiatives, clients also ask that we deliver investigative insights with our research. So we deliver Talent Intelligence reports. There are great lessons to be learned from the study of the ecosystem wrapped around great talent. Our Talent Intelligence reports are incredibly powerful. They not only inform executive search and talent acquisition strategy, they also inform M&A. 

 

Sometimes You need a Little. Sometimes You Need a Lot.

After you decide what you want to do, the next thing you need to figure out is how much.  How much help do you need?

 

New to Candidate Research? That’s Okay. You Can Learn.

Retained Alternative: Candidate research is often used instead of retained executive search. We tell you why that is.

Contingency Alternative: Candidate research is often used for important roles when contingency search firms come up short. We compare the two models.