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Sourcing - Recruiting Strategies That Work!

Aug 4, 2008
There are dozens if not hundreds of ways to source for candidates. Often sourcing comes down to your budget and your personality. There are many helpful, industry specific websites. Independent contractor websites, networking websites, and topic specific chat rooms, are starting points. I always consider ROI and that includes my investment of time.

I know companies who spend wisely on traditional media print ads and utilize every scrap of information that's generated from those ads. I tend to opt for the reliable direct contact with passive candidates approach. Why? Because basically I'm lazy and cheap.

Once you develop the skill of asking questions up front that matter most to the candidate and listening carefully to the answers, your focus becomes laser like as you fill the job orders at hand. If you work for yourself and arrange one smart send-out a day, you'll be very successful and very wealthy.

Any website or chat room that provides a name and phone number for someone within the industry you've targeted for recruiting, is a springboard to success, in my opinion. Pick up the phone and talk directly with industry contacts. Keep calls focused and short, until you identify a candidate. Remember, on average, once you're comfortable with the process, you'll find a good candidate for every 13 - 20 (maybe fewer) recruiting calls you make within your targeted industry.

Generally, I don't recommend leaving messages. If someone is particularly hard to reach leave a message like, "Jason, one of your business associates recommended I contact you. My name is John Smith and I'll call you back." No phone number is mentioned. Business people who don't answer their phones or screen their calls to specifically not talk with anyone new miss out on business and opportunities. Business is a contact sport, as are relationships. Focus on the people who DO answer their phone!

Research some software programs that can capture candidate information, securely. Again, keep it simple. If they can complete a short survey on line, that's even better. You don't need every detail of a candidate's life to contact that person and have a short conversation. You're on a hunt. Make sure you know what industry they're in, what position they hold currently, and a little something about their qualifications. Allow candidates to state 3 or 4 of the most important things you should know about them. Don't demand someone take THEIR precious time to complete YOUR application, especially when there's a perception that they'll never hear from you. Ever. Don't just collect resumes.

Qualify the candidate and set up a time for a thorough interview, get names, or move on. Focus on your searches and don't get sidetracked with time wasting busy work. One thing you can trust for sure is this: people appreciate sincere, direct contact with a professional who knows what they're doing and gets to the point. Don't waste anyone's time.

As soon as you know someone fails to meet the criteria of any searches you're working, let them go. "Cindy, You have very solid credentials however they don't match what my current client is looking for....when I have a search that incorporates your background, I'll be back in touch. Thanks for your time." Don't give people the run-a-round.

Manage your process and respect others as you do so and you'll find people will go the extra mile for you when you need it, on a regular basis.
About the Author
Kimberly Schenk has over 25 years experience in business. For 17 of those years she has been an Executive Recruiter and Trainer. She shares her production secrets with Recruiters in her eBook, Top Recruiter Secrets Top Recruiter Secrets
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