Sourcing candidates in the digital age — get back to basics

As a recruiter, it’s important not to get too seduced by the internet. With the convenience and reach of the world wide web, it’s easy to think that finding quality candidates is just a few clicks away.

The good news is you can absolutely find stellar candidates online, but it’s still going to take work. First, we need to get back to recruiting strategy basics. The following are some helpful tips for sourcing candidates well.

1. Write better job descriptions

Attracting the best applicants must start with a compelling vision of what the job entails. Don’t rely on a bland or vague job description for sourcing candidates. Instead, ask hiring managers what an employee would need to do in order to be successful on the job. Get a description of at least three or four major projects to help you understand the position well. And find out what kind of potential the position holds — the best candidates will only explore a job if it offers growth opportunities.

2. Have a strong basic pitch

Once you have some solid applicants, come up with a quick pitch to grab their attention. “Would you be open to exploring a situation that’s superior to what you’re doing today?” Ninety-nine percent of candidates will probably say, “Yes.” Use this type of approach every time you first talk to a top candidate on the phone, or even if you only get their voicemail. This can help you and your company stand out in a sea of humdrum jobs.

3. Write compelling advertising

When advertising for a position, avoid the traditional or boring. Ads need creative titles and copy that describe what the person will be doing, learning, and becoming. For example, don’t just list skills and years of experience required. Rather, describe a skill in the context of how it would be used: “Use your accounting background to help us build a new reporting system.” Similarly, an ad title that says, “Accounting Wizard Required,” is more intriguing than, “Accountant Wanted.”

4. Work efficiently with resume databases

Sourcing candidates in a resume database can be time-consuming. Maximize your return on time invested by calling the best candidates quickly — otherwise they could be gone. The recruitment game is much more fast-paced than it used to be.

For others, convert inactive candidates into active applicants by writing an email describing your opportunity and include a copy of the job description. Send this to anyone who meets your employee screening requirements, and ask them to respond. Here’s an example: “I found your resume online and was very impressed with your background. If you’re still looking for a position, you might be interested in this opportunity (insert ad). If you’d like to pursue this, please send me your latest resume and a quick paragraph describing your most significant accomplishment in the area of (whatever may be relevant, e.g., launching new industrial products).”

5. Network, and then network some more

If you were looking for a job, every wise person you know would tell you it’s all about networking. The same goes for recruiting the best candidates. Ask people you’re familiar with if they know someone appropriate for the job. It’s a great way to find top candidates. But be sure to provide that compelling job description — you don’t want people who are just looking for work. Once you have a potential candidate, give them a call and use your basic pitch.

Build your strategies for sourcing candidates

Good advertising, utilizing resume databases, and networking are all helpful for hiring quality people. Honing these essential recruiting skills will get you started on the road to sourcing the better candidates for your company. Get more ideas for crafting a top-notch recruiting strategy by signing up for Monster Hiring Solutions where we’ll send you the latest recruiting tips, hiring trends, management strategies, and even some awesome Monster deals.