{"id":11139,"date":"2016-07-07T23:39:09","date_gmt":"2016-07-07T23:39:09","guid":{"rendered":"https:\/\/sandler.dsstaging2.com\/case-study\/how-start-sourcing-sales-candidates-who-arent-looking\/"},"modified":"2022-10-17T21:26:56","modified_gmt":"2022-10-17T21:26:56","slug":"how-start-sourcing-sales-candidates-who-arent-looking","status":"publish","type":"post","link":"https:\/\/sandler.com\/blog\/how-start-sourcing-sales-candidates-who-arent-looking\/","title":{"rendered":"How to Start Sourcing Sales Candidates Who Aren\u2019t Looking"},"content":{"rendered":"\n<p>In my&nbsp;<a href=\"https:\/\/www.sandler.com\/blog\/dont-skip-any-these-4-key-hiring-steps\">last article<\/a>, we discussed four steps to finding great salespeople who come to you\u2014\u201dactive\u201d candidates. This time, we look at finding \u201cpassive\u201d candidates. If you\u2019re not getting enough of the right candidates, then you must put the right behavior in place to source \u201cpassive\u201d candidates. It\u2019s not enough to just place a job ad and sit back. We\u2019ll talk about what else you can do in a future article.<\/p>\n\n\n\n<p>The fact that they are not explicitly seeking your opportunity presents a bit of a challenge; you have to approach them differently than you would an active candidate.<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_79_2 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/sandler.com\/blog\/how-start-sourcing-sales-candidates-who-arent-looking\/#The_right_way_to_start_sourcing_qualified_candidates\" >The right way to start sourcing qualified candidates:<\/a><\/li><\/ul><\/nav><\/div>\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"The_right_way_to_start_sourcing_qualified_candidates\"><\/span>The right way to start sourcing qualified candidates:<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>1. Set a weekly goal for how many candidates you want to reach out to.<\/strong>&nbsp;Decide how much time you want to devote to these efforts.<\/p>\n\n\n\n<p><strong>2. Determine&nbsp;<em>who<\/em>&nbsp;will do the reaching out.<\/strong>&nbsp;That person should put this task in their calendar as an appointment for each r\u00e9sum\u00e9 covered.<\/p>\n\n\n\n<p><strong><em>Tip: A team can be useful to ensure that this work gets done.<\/em><\/strong>&nbsp;If only one person is tasked with it, it tends to become the first thing that gets put on the back burner when that person becomes too busy\u2014and it should never be put on the back burner.<\/p>\n\n\n\n<p><strong>3. Determine the criteria for reaching out.<\/strong>&nbsp;Most job channels such as LinkedIn, Monster, etc., have sourcing options available, often for an add-on charge to membership.<\/p>\n\n\n\n<p><strong>4. Send an email or direct message reaching out to potential candidates.<\/strong>&nbsp;Keep the email short. Explain that you saw their r\u00e9sum\u00e9 or profile and thought they might be a good fit for your opportunity. Include a link to your company\u2019s website along with your ad and offer a conversation if the individual is interested.<\/p>\n\n\n\n<p><strong>5. Keep the phone conversation to less than 15 minutes.<\/strong>&nbsp;Share with the potential candidate the basics about your company and get some basics about them. \u201cYour LinkedIn profile says this about you; can you tell me a little more?\u201d It\u2019s important not to try to \u201csell\u201d your company\u2019s sales position in this conversation.&nbsp;<strong>Have an initial exploratory conversation to gauge interest on both sides.<\/strong><\/p>\n\n\n\n<p>This should be a collaborative process. If the candidate doesn\u2019t have a genuine interest after the conversation, then why move forward? And conversely, if the candidate isn\u2019t a fit for you, out of courtesy you should let them know.<\/p>\n\n\n\n<p>If everyone agrees that it makes sense to move forward, you can refer them to your assessment and invite them in for a face-to-face interview.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>In my&nbsp;last article, we discussed four steps to finding great salespeople who come to you\u2014\u201dactive\u201d candidates. This time, we look at finding \u201cpassive\u201d candidates. If you\u2019re not getting enough of the right candidates, then you must put the right behavior in place to source \u201cpassive\u201d candidates. It\u2019s not enough to just place a job ad&#8230;<\/p>\n","protected":false},"author":167,"featured_media":11140,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"footnotes":""},"categories":[1120],"tags":[],"class_list":["post-11139","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Start Sourcing Sales Candidates Who Aren\u2019t Looking | Sandler Training<\/title>\n<meta name=\"description\" content=\"In my last article, we discussed four steps to finding great salespeople who come to you\u2014\u201dactive\u201d candidates. This time, we look at finding \u201cpassive\u201d candidates. If you\u2019re not getting enough of the right candidates, then you must put the right behavior in place to source \u201cpassive\u201d candidates. It\u2019s not enough to just place a job ad and sit back. We\u2019ll talk about what else you\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/sandler.com\/blog\/how-start-sourcing-sales-candidates-who-arent-looking\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Start Sourcing Sales Candidates Who Aren\u2019t Looking | Sandler Training\" \/>\n<meta property=\"og:description\" content=\"In my last article, we discussed four steps to finding great salespeople who come to you\u2014\u201dactive\u201d candidates. This time, we look at finding \u201cpassive\u201d candidates. 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