The Art of Finding and Recrui3ng Passive Candidates 

Krista Bradford CEO, The Good Search, LLC 203.539.0847

The Good Search Way 

•  We deliver winning candidate in average of 9 business days.  •  The Secret? Inves3ga3ve research. •  Not that special. Every other industry does it.  •  Old ideas about research have to go. •  Not name‐gen or laundry lists of target companies and 

target candidates.   •  Ask: “What’s the shortest path to the best candidate?” •  Track real 3me data to be opportunis3c.   •  Analyze data to transform it into ac3onable intelligence. •  Con3nually scan the horizon. Look for paPerns to get to the 

right candidate faster/bePer/and more affordably. 

The Good Search Way 

Target the best candidates. If you target everyone else, you will fail.

The Good Search Way 

Recommended Resources 

•  Hoovers •  Job Boards for Resumes 

(Dice, CareerBuilder, Monster) 

•  LinkedIn •  Facebook & TwiPer – 

Source with status updates 

•  ZoomInfo •  Broadlook Eclipse & Profiler 

 Inves.ga.ve Resources •  FEC.gov: Federal Elec3on 

Commission database •  SEC.gov. Form 8K for 

bankruptcy filings. Court filing creditor lists include lists of employees. 

•  Target Company websites www.waybackmachine.org 

•  Professional License Databases  •  Patents and Trademark Search 

www.uspto.gov  3nyurl.com/ygdgx6 

FEC.gov hPp://www.fec.gov/finance/disclosure/advindsea.shtml 

FEC.gov hPp://www.fec.gov/finance/disclosure/advindsea.shtml 

•  Company •  Occupa3on/Title •  Loca3on: City, State & 

Zip 

Tip: Search by name to get home city, state, zip to look up home phone. 

Tip:  •  Some don’t have 3tles 

U.S. Bankruptcy Court Creditor List  hPp://www.usfn.org/Content/Naviga3onMenu/INDUSTRYRESOURCES/ServicingTopics/ResMAE_Corp_Creditor_List.pdf 

U.S. Bankruptcy Court Creditor List  hPp://www.usfn.org/Content/Naviga3onMenu/INDUSTRYRESOURCES/ServicingTopics/ResMAE_Corp_Creditor_List.pdf 

VA CPA License Lookup 

Google Hacks Hack: Uncover confiden3al informa3on in Word, PowerPoint, or 

Adobe documents on the web using the Filetype:pdf, ppt or doc command. 

The Good Search Way 

Work your sources: 

•  Current employees •  Company Alumni 

•  Industry Journalists •  Bloggers •  Analysts •  Luminaries & Rock Stars 

•  Favorite Professors •  Vendors & Partners •  Associa3ons 

Candidate ID 

Hiring Manager G2 

Candidate ID: target the right teams, 3tles, loca3ons 

Profile the candidates: build bios and filter.  

Deliver ini3al IDs to Hiring Manager 

Priori3ze: Hotlist, Worklist,  Rule Out 

Write your pitch • Your goal is to create a relationship. • Recruit to an ideal position: “My company would like to find out what would motivate you to make a move at this point in your career. • Recruit indirectly and let them throw hat into the ring, flattering them as source: All paths lead back to you . . .We have a critical xyz search, Seeking world class talent. Your thoughts?

Write your pitch • Every word counts. • Don’t be overly familiar – reeks of SPAM. • While your job is awesome, incredible amazing, don’t use too many superlatives or exclamation points (!!!!) It is insincere. • Don’t give away too much information. Rather seek to intrigue. Leave them wanting more. • Pitch the job first before forwarding a position desc.

How to Pitch: Build a business case 

How to Pitch: Build a business case • Help candidate do his due diligence. • First discuss value proposition of your company, then the job. • Check your company press releases for hot company descriptions. • Check Hoovers or Google Finance for numbers to tout. • Compare cost of living with calculators on CNN.com, Salary.com, bestplaces.net. • Compare commutes in Google Maps

Candidate Development 

Launch Surge – Tag Team to get calls out ASAP 

Call and email simultaneously.  Don’t rely on email alone. 

Bulletproof your searches  with Intelligence Reports. 

“Stalk” your priority candidates with wit and charm. 

Try all channels: work, home, cell phones. Facebook. LinkedIn 

Map teams as you go in 

Advice: Call. Seriously. Call. 

The reason most recruiters fail is they don’t call.  

You’re the maker of dreams come true. 

“No” doesn’t always mean “no”. 

Create a real rela3onship. Don’t be transac3onal.  

If they’re a fit, immediately start screening them. 

If they’re not a fit, offer to help them and then source. 

How to implement 

•  Sourcers: Cri3cal thinkers who are research experts (i.e. library science or journalism majors).   

•  Recruiters: Operate more strategically.  Focus on filtering, priori3zing, networking to gather cri3cal intelligence from the field.  

•  Managers: Serve as generals in war for talent.  Sit in “war room”, examine real 3me intelligence, set strategy, direct troops.  

Ques.ons? 

Krista Bradford CEO, The Good Search, LLC 203‐539‐0847 Krista.Bradford@TheGoodSearchLLC.com