Sourcing Candidates Online by Gary Schrader

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Slide Notes

Sourcing Candidates Online

Published on Nov 18, 2015

The biggest difficulty that I find when training new recruiters how to source candidates is simply shifting their perceptions in a way that gets them started, hungry to jump in, and able to learn their own methods.

My hope is that the new hires that I train will be teaching me new methods within their first 6 months since online recruitment evolves at a pace that is impossible to keep up with.

Anyone can come into online recruitment at virtually any time and achieve the same level of expertise as the strongest specialist within a short period of time.

View Outline

PRESENTATION OUTLINE

CONNECTING THE DOTS

HOW TO ACQUIRE CANDIDATES ONLINE

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2 TAKEAWAYS

Pinpoint relevant candidates
Effectively scout candidates

Narrow the field down to the best candidates in the market.

Reach out in unique ways that are still comfortable for the passive candidates that you try to contact.

You only have 1 shot - so make it good!

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THINK LIKE A HUNTER

LEARN THE ENVIRONMENT & HOW YOUR TARGET INTERACTS IN IT

Trace the candidate's steps, learn their habits, and approach them when you are certain that you can make the conversion with minimal impact to yourself or your resources.

All successful predators track and target what they are certain they can kill after careful study of the prey and the environment, with maximum gain and minimal risk to themselves.

Photo by Steve Wilson - over 2 million views Thanks !!

WALK IN THEIR FOOTSTEPS

The candidates that you are sourcing are using job sites, social media, etc. to find jobs.

Register and use sites to fully see and understand the user's experience.

Doing this will teach you how to leverage the platform to better target the best candidates with the greatest possible efficiency.

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SPREAD YOUR WEB

KEEP SEARCH CRITERIA OPEN TO SEE ALL POSSIBILITIES

All sites, whether job sites or social networking sites are just glorified databases that allow interaction within that medium.

That's it.

Keep your searches as open as possible and begin to drill down on criteria as you see the usual suspects and learn the database inside and out.

Eventually, any Japan-based database with bilinguals will only have 100 new candidate per day that you can scan in 10mins with a wide open search each day.

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DEVELOP ACCURACY

LEARN THE MARKET & THE KEYWORDS

After studying 100's then 1,000's of candidates, you should have a strong understanding of what the keywords for your industry are.

Though you should have already began to learn the vocabulary of your market/industry, it is a great idea to revisit the vocab once again since now it will make more sense since it can be applied in context much better now.

Time to drill down and sharpen up.

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READ BETWEEN THE LINES

TO IDENTIFY & TARGET THE HIDDEN GEMS

Anyone (and every recruiter will) scan profiles/resumes for general keywords online. The recruiters that will find the hidden gems are the ones that will make the time & effort to dig deeper.

The ones that learn to do this also teach themselves how to become better at it and therefore gain a massive competitive advantage over the other recruiters that grab the lowest hanging fruit.

Work hard to train your screening muscles.

Photo by Niels Linneberg

GRAB ATTENTION

PERSONALIZE CONTACT TO STAND OUT FROM THE REST

Make every scout mail count.

Start out with writing a title that stands out and grabs interest.

Include the job's title and don't be too "salesy".

Also - make sure to attach a job description for the job you have in mind.

Would you read this email, or shove it into the spam pile?

If you wouldn't read it - why would anyone else?

Photo by Robert S. Donovan

PUT THE PIECES TOGETHER

USE DETAILS & EXPLAIN HOW THEY FIT THE ROLE

Pay attention to the candidate's profile.

What are all the details - are they REALLY good?
Are they worth a scout & your time?
When did they last login to the site?
Are they looking for a job in their current industry?
Is your job going to be attractive to them?

If yes - explain it to them in a way that shows you are targeting THEM for a job that your client will want to hire THEM for.

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SPEEDY RESPONSE TIME

IS VITAL TO CREATE INTEREST AND ESTABLISH TRUST

Pretty straightforward - stay on top of correspondence and processes - don't drop the ball.

Try to keep responses inside the same day or within 2 business days as a worst-case scenario.

If you are dependable - you will gain trust.

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