Tom Sorensen | NPAworldwide


How do you recruit people who are not looking for a job?

 

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Can you remember the old days when recruiting candidates was easy? 

You placed an ad on JobsDB, LinkedIn, and other Internet job boards, sorted through hundreds of applications, made a few calls, interviewed some, and then made your choice. 

Now fast forward to 2025.

When you want your competitor’s best man but don’t know how, when the Internet job boards do not generate qualified candidates, or when the supply runs dry – we call it: Welcome to the Club.

You are not alone.

Executives tell me this about their pain points

I don’t assume anything, but when speaking to top executives, I hear several serious challenges that delay or derail their progress. 

Here are 8 of the most repeated challenges that for sure are enough to stress anyone out. 

We talk about late evenings at the office, a bit of work over the weekend with little time to recharge and be with your family and friends.

  • You have a massive personal workload with many deadlines.
  • You just had a key person resign.
  • You are suffering from high turnover in the team.
  • You just won a massive piece of work from one of your clients.
  • You are under pressure from head office to perform or deliver results.
  • You have no real HR support, maybe no admin support, and are clearly not an expert in interviewing, recruiting, hiring, or onboarding.
  • Your high season is just about to start, and the pressure is on.
  • It’s salary review time, and you know your staff is underpaid and will be asking for raises and bonuses.

Finding candidates not looking for jobs is hard

But the one-million-dollar question is, of course: How and where do you contact these passive people who represent most of the labour market?

High-performing executives are almost always employed

I know that most hiring managers don't bother pursuing this type of candidate, using this silly but common excuse…

The approach by true headhunters

They have fine-tuned the art of identifying, assessing, and hiring management and top executives. They do this every day, week in and week out.

The approach by Tom Sorensen | NPAworldwide

Tom Sorensen has worked in executive search in Thailand since 2003 and is recognized as one of the country’s top recruiters and most profiled headhunters.

The complimentary benefits are unheard of in the market and include psychometric and cognitive assessment, background investigations, and extended replacement policy. And more.

Come on, email me so we can talk: tom.s@tomsorensen.in.th

 

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