Finding the right candidates for a job is like a game of Tetris. Recruiters have to fit all of the shapes together to make the right match and solve the puzzle. Of course, when you land a successful hire, all of the effort is worthwhile — but wouldn’t it be great if the same results could be achieved with minimized effort and optimized returns? The best sourcing techniques for recruiters aim to accomplish this. How do you effectively source candidates and find the best jobseekers for each position? Consider the following four tips for recruiters who want to boost recruiting success.
Dig Deeper Than Usual
One of the biggest mistakes a recruiter can make is limiting their results to the most popular candidates. When conducting searches on Indeed or LinkedIn, it’s important to dig deeper than the first few pages of results. Why? Other recruiters will likely be reaching out to all of the highest-ranking candidates, so the competition is steep. Rather than vie for the attention of these candidates, look further and find candidates who might be easily overlooked. These job seekers may have just as much to offer as other candidates! Casting a wider net is a way to improve sourcing techniques and find competitive candidates.
Keep In Touch With Candidates
After rejecting a job candidate, it’s a common practice for recruiters to promise that they’ll be kept in mind for other opportunities. Few recruiters actually follow through on this promise, though, and most unhired job candidates are quickly forgotten. Keeping in touch with these candidates can be a beneficial practice for both parties. You can draw on the information you already know about a candidate, and a candidate who’s willing to return for another job interview is likely committed to the opportunity. This practice goes a long way in improving sourcing techniques and your client’s reputation.
Add Variety to Searches
Relying on the same several keywords can impose unnecessary limitations on a recruiter’s search. The best strategies cast a wide net and effectively filter the results. This can be accomplished by broadening search terms and varying queries. If a recruiter typically searches for candidates under the title “project manager,” for example, they may expand their search to simply include candidates with the title “manager.” This can lead to more results to sift through, but it can also reveal candidates who may have otherwise been overlooked.
Network With Candidates
Finally, the importance of networking cannot be overstated. Networking both online and in-person is vital for recruiters who want to consistently attract the top talent to their job openings. It’s important to interact with prospective job candidates conscientiously, though, and always be aware of potential liabilities. Networking might seem like an inherently casual activity, but it can become a liability if it reveals any prejudices or other issues that pose a threat to recruiters. Employment practices liability insurance, or EPLI, is the best resource for mitigating these risks.
About World Wide Specialty Programs
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (877) 256-0468 to speak with one of our representatives.