As recruiters, we’re constantly hunting for the best talent to fill our clients’ roles. It’s easy to stick to our tried-and-true methods, but sometimes the results just don’t come in as expected. This isn’t revolutionary, but sometimes we forget the basics or overlook less obvious strategies.
Tier 1: The Low-Hanging Fruit
When I get a brief from a client, there are five essential actions I always take. These are the low-hanging fruit, the quickest methods to cast a wide net and see what comes in.
- Ads: Yes, ads. While they may not be as effective as they once were, they still serve a purpose. Even if you only get one candidate a year from ads, it pays for the account and gives you an opportunity to market your services. These are also working FOR you in the background whilst you get stuck into all the other strategies.
- LinkedIn InMailing: After posting an ad, I turn it into a LinkedIn script and send it out to my target market. This allows me to reach the right people quickly.
- Personal LinkedIn Post: I follow up with a post on my personal LinkedIn. It’s a quick way to announce that I’m actively hunting for candidates and drives visibility.
- Database Blast: I then go through my database, sending out a mailer to relevant candidates. If the brief is special, I make sure to highlight that in my message.
- Seek Talent Search: Lastly, I search the back end of Seek for potential candidates. It’s a useful tool that should be checked regularly.
These five steps form the foundation of my sourcing strategy. If you have your systems in place, you can complete this process in less than a day.
Tier 2: Going Deeper
What happens if your Tier 1 efforts don’t yield results? This is where you need to dig deeper. Here are nine additional strategies to help you find that elusive candidate.
- Cold Headhunting: Start cold calling the candidates you previously reached out to via LinkedIn InMail. It’s old-school but effective.
- Client Referrals: Ask your client for referrals. They might know someone who’s a perfect fit for the role.
- Who Do You Knows & Referrals: Extend your referral hunt beyond your clients. Ask your candidates if they know anyone who might be interested.
- References: Go through past references you’ve collected. There might be a candidate there who fits the current role.
- Industry-Specific Groups: Find and engage with industry-specific groups. They can be a goldmine for potential candidates.
- Relevant Social Media Pages: Don’t limit yourself to LinkedIn. Explore other social media platforms like Discord, Twitter, or Facebook where your candidates might be active.
- Industry Association Lists: Check the websites of industry associations for member lists. These can provide direct contact details for potential candidates.
- Colleagues & Competitors: Tap into your colleagues and even competitors. They might have candidates they can’t place but who would be perfect for your role.
- Social Networks Activation: Use your social networks to broadcast your needs. A simple “I’m looking for…” post can generate leads from people you wouldn’t have thought to ask.
Conclusion: Are You Doing It All?
There you have it—14 ways to source a candidate. The real question is, are you doing them all? It’s easy to stick to Tier 1 methods, but sometimes you need to dig deeper. Whether you’re a thorough recruiter or simply struggling to find the right candidates, these strategies should help you expand your reach
Remember, success in recruiting is about covering all your bases. So get out there, try these strategies, and may all your deals come true.
