Are candidates running TO your opportunity or AWAY from something else?

“I want people who are coming TO us, not running away from something bad. You know, bad job, bad boss, they’re unemployed; I can find those people no problem. I want people who WANT to work here.”

Interesting words spoken by one of my hiring managers during a recruiting meeting. I was fresh off my blog “job seeking is a lot like dating” so naturally I’m picturing the goofs on The Bachelorette always running to each other… bad visual. Then I really thought about what he was saying. Are my candidates really interested in my opportunity? Or is this just another pit stop on their resume?

And how will I know?

Please do not misunderstand me – I have no problem with hiring unemployed people, or those with transferable skills. What I’m talking about is simply this - does the candidate really want to work for MY company? Are they interested in US? Sometimes this mutual admiration develops over time. But when it does, here are some clues…

If they’ve applied, they remember. We’ve all talked to candidates who have applied to 100 positions in the last hour and just can’t remember if your company was one of them. So much wrong with this scenario… not the least of which is it shows a complete lack of focus on getting the job they REALLY want, which is with me… right?

They’ve done their homework. I don’t expect every candidate I call to know our entire history. We’re privately held, so frankly there’s not that much out there. Surely you’ve at least gone to our website and can ask an intelligent question or two about us. Speaking of questions -

They want to know more than just salary. Engaged candidates want to know what the team is like. How does everyone work together. What’s the growth potential. Why are certain things done certain ways. They want to know! If you’re thinking of making a long term commitment, yes even in a career, you want to make an educated decision.

They’ll never say - “I just want a job”. Because they don’t. It’s career growth. It’s stability. It’s the chance to be part of something they can be proud of, believe in. Cheesy? Maybe. Doesn’t make it any less true.

Comment by Bert Shimabukuro on August 12, 2011 at 8:52pm: I've run into more applied and don't remember candidates over the past few years. By doing this, they are telling me that they are in the "I just want a job" category.

Comment by Valentino Martinez on August 13, 2011 at 1:47am: Amy,

Clearly employers want candidates who want to work for them, and for all the right reasons. But aren't you overlooking candidates who are not running TO your opportunity, or running AWAY from something else? This is the definition of the PRIME passive candidate, based on credentials and references. They are gainfully employed, or not--highly respected and have potential going through the roof. For this professional to want to come to you—they will have to be sold on your opportunity and growth potential (they must be selective for the right reasons as well).

I often remind hiring managers to distinguish between candidates, with good credentials, who Want their job; and candidates, with superior qualifications, who might want to work for them but want to know more than I could tell them, and they want to hear it from the hiring manager her or himself.

If the recruitment effort is done right such outstanding candidates can fit into your clues of mutual admiration, but only if the evaluation and wooing is done right. I often worry about getting a candidate sufficiently excited about a job and an employer only to hand them over to the SPANISH INQUISITION, WIMPY or MR. MAGOO (I date myself).

Comment by Amy Ala Miller on August 13, 2011 at 5:03pm: Valentino, valid point of course - and I'm not discounting candidates who have to be wooed. Even as a corporate recruiter it probably accounts for half my hires (I haven't forgotten how to source...) Even the most "passive" candidate, at some stage, better show some interest or I don't want them. It can't be one sided on either side, regardless of how the conversation begins.

I could hand pick the ideal candidate straight from my competitor, but at the end of the day if that person doesn't want to work for my company, for the right reasons, it won't last and I will not continue to pursue them. Being awesome and gainfully employed elsewhere does not a perfect candidate make, no matter how much recruiters like to shout about "passive candidates".

As far as the definition of the PRIME passive candidate, if they're not moving "to" or "away" then they're - well - not moving. So what's the point? I'm not suggesting they should jump all in at the first recruit call but it's got to start somewhere. Part of the evaluation process is getting down to the candidate's true motives. Let's not kid ourselves - no candidate, passive or otherwise, ever took a job just because the recruiter was such a darn good salesperson.