Bigfoot, The Easter Bunny, The Tooth Fairy and Passive Candidates

William Tincup Audacious Ideas, Candidate Pool, Hiring Bias, Hiring Managers, Recruiting, William Tincup

/begin rant/

We’ve been lied to. About all these things:

  • Bigfoot was made up for a couple of reasons: (1) to create a missing link between gorillas and humans… for the evolutionists amongst us and (2) to get us to behave in the woods. Nothing terrifies little kids like the stories of some giant ape creature thingy. Behave, or Bigfoot will get you.
  • The Easter Bunny was created to sell candy. Period. The bunny serves no other objective other than to rot my kids’ perfect mouths. I want to personally thank Glenn Close for boiling that little sucker in that movie about the thingy.
  • And the Tooth Fairly was created mostly because we, as parents, struggle to tell our kids the truth about pain. Life is filled with inquities and pain. Period. Can you imagine telling your 6-year-old, “Your baby teeth fall out to make way for your adult teeth.” That’s it. No money… no mythical creature. Just pain and suffering and the harsh reality that you lose teeth and move the hell on.

Which brings me to passive candidates. Talk about a lie. No such thing as passive candidates. Everyone is a candidate until they tell you no. Treat every single candidate respectfully. Give a $h!t about them and/or the fit to your firm. That’s it. The rules of the movie Roadhouse apply here—be nice, until it’s time to NOT be nice.

Passive candidates are AWESOME…

The freaking lies that permeate our industry—holy hell. Active versus Passive. And our morose love affair with ONLY passive caniddates. As if a person actually evaulating options is somewhat bad. Let me translate: Most people in HR AND RECRUITING believe active candidates are lepers. Yep, lepers. They won’t even talk with them. It could be worse… the active candidate could be a woman veteran who’s been out of work for a few months. That’s like five strikes against the candidate. That resume never sees the light of day. Cirular file, shedder, or just tossed in the trash. And here’s the thing: people will tell you differently—they’ll lie right to your face. “We love active candidates… .” BS. Ask that a$$hat how many they’ve hired, by percentage. They’ll change the subject.

You know, I don’t know what is worse… the fact that we demonize active candidates OR that we glorify the dude who’s working a gig and we pry that moron out of a job he loves just because we’re in love with his passiveness. He’s not looking for a job. He must be great at his gig. Surely he’s competent… surely he’s not a sexual predator or has some other character flaw. Passive candidates can do no worng. #lies

Truth is, all candidates have flaws as no one is perfect. Me, you, the dude serving my coffee right not. No one. The only question is, is that candidate perfect for you?

Please get over the lame-as$$ pseudo distinction between active and passive candidates.

Today… let’s kill this stupid myth. Cool?

/end rant/

William Tincup

William is the President of RecruitingDaily. At the intersection of HR and technology, he’s a writer, speaker, advisor, consultant, investor, storyteller & teacher. He’s written over 200 HR articles, spoken at over 150 HR & recruiting conferences and he’s conducted over 1000 HR podcasts. William prides himself on being easy to find on The Internet, Google him and connect with him via Twitter, Facebook, Instagram and LinkedIn. Not up to speed in the social media game? Reach out via email.

William serves on the Board of Advisors for Talentegy, Wellocity, GlitchPath, Talent Ninja, Universum Americas, Engagedly, Echovate, VibeCatch, Continu, Hyphen, Bevy, Happie, RolePoint, Causecast, Work4Labs, Talent Tech Labs, and SmartRecruiters. He was previously an advisor to PeopleMatter (sold to Snagajob Q2 2016), Good.Co (sold to StepStone Q1 2016), Smarterer (sold to Pluralsight Q4 2014) and a board member of Chequed (merged to create OutMatch Q3 2015).

William is a graduate of the University of Alabama of Birmingham with a BA in Art History. He also earned an MA in American Indian Studies from the University of Arizona and an MBA from Case Western Reserve University.