How can you find both quality and quantity in recruiting sources?

Here is where the hiring manager intake meeting is so important if it can be had. So that you can gather what the day to day looks like for the candidate what’s the nice to have what’s the must haves, what are some of the sell points of the role. What are the team dynamics, any cool new projects that they’ll be working on, and/or any of the other things that you would imagine a candidate we want to know from the initial Sourcing efforts. Then from there you start having conversations with candidates and little but little dialing in your profile and its requirements for a win-win.

Crafting your ideal candidate is like building the perfect sandwich ?? - you need the right ingredients! Be specific about the skills, experience, and cultural fit you're looking for. This clarity will guide your sourcing efforts and ensure you're attracting candidates who fit your unique flavour. ?? #recruitment #hiring #talentacquisition #success

doing real ICP research is super important. Running incumbent interviews with a diverse group of people. It will you find detractors and motivators before you start to meet people. This will help you increase your likelihood of making an A+ hire.

When searching for a suitable candidate, the approach will vary depending on the specific profile being sought. For fresh graduates, it is advisable to search for quality candidates in government colleges that are highly ranked in their respective states to ensure a large pool of potential candidates. For experienced professionals, LinkedIn is the best source for relevant profiles. It is also possible to directly approach companies in the relevant field. For tech profiles, it is recommended to search through coding challenge portals and training institutes to find qualified individuals.

One way to find both quality and quantity in recruiting sources is to cast wide relationships and leverage multiple channels. This could include partnering with local agencies or recruiters who have a deep understanding of the talent pool in a particular region, utilizing online job boards and social media platforms, attending job fairs and networking events, and even offering employee referral incentives. By using a combination of these strategies, you can increase your chances of finding both high-quality candidates and a large pool of potential hires to choose from.

For me the things I find most effective is: -Tech Meet Ups -Linkedin Lives -Hobbies I enjoy coding, so it probably gives me an advantage being in the "gang" but if you are truly a passionate Tech Recruiter, inside and outside of work, people can see that through your content. It's being different but also understanding it from the both sides of the fence.

It's crucial to identify high-performing sourcing channels. Companies can vary different sources from time to time in depends on hiring location, candidates' profile and effectiveness of platforms. On the EU and the USA markets the best sourcing channels of technical candidates are LinkedIn and Amazing Hiring. LinkedIn here is a great source because the majority of professionals use LinkedIn as a platform for making networking, representing own resume and skills and seeking for a next great opportunities. Amazing Hiring is top because it provides the best candidates profiles from different sources (LI, GitHub, StackOverFlow and etc.) and accumulates all the information in one place. Those are top 2 sourcing channels for me now :)

Variety is the spice of life, and the same goes for recruitment. Don't limit yourself to one channel; spread your net wide! It's like having a buffet of talent – some like LinkedIn, others prefer Twitter or niche job boards. Diversify your approach, and soon you'll be swimming in a pool of candidates like a recruiter mermaid. ??♂? #recruitment #hr #talentacquisition #diversity #hiring #jobsearch

Yes one can use many platforms. - LinkedIn - Job portals for posting - Social Media posting note pl only post short and crisp content only. - GitHub is a useful tool if you are looking for Quality candidates. - Internal reference. And there are many more steps which can help you in finding quantity of candidate with quality.

You have to use your sourcing channels in the right order to achieve the "quantity" and then you can screen for quality. The days of smile and dial in recruitment are over. There are too many transactional recruiters doing that these days and passive candidates are tired of it. Here's my process/order. 1. Hit LinkedIn Recruiter and Indeed - Responses trickle in, and you don't get contact info until they respond. Let these work for you. 2. Job boards with contact info - these candidates are more likely to respond quicker 3. ATS - Last place I go is hit the ATS and start targeting candidates who have a relationship with my company. Email, then text, then call. Schedule calls rather than trying to screen someone on the first contact.

Are we spending too much time making the job ads/outreach messages/job postings "attractive" rather than "transparent and real"? The job ads need to reflect the potential working experience in the organization, the key outcomes of the role and the must have skills with a snapshot of why the right folks would want to apply to it. Too many times, we are afraid of sharing the reality of a role and end up with a fluffy, generic, laundry list of things which is exactly like all the other jobs that are out there. If we cannot differentiate ourselves and create a true objective reflection of what the role is going to be, and who we need... it is impossible to generate either quality or quantity of applications from job ads or outreach messages

Crafting a job advertisement is an art that requires more than just listing job responsibilities. It's about narrating a story that will compel the candidates to say, "This is the adventure I've been waiting for!" Be the recruiter that candidates would love to have a virtual coffee chat with. Who wouldn't like to work with someone who can appreciate a good cat meme? ??#JobAdvertisement #RecruitingTips #JobSearch #Hiring #HumanResources #CatMeme

Job adverts need to be short and concise and speak to the person you want to hire. Remove your long lists of nice to haves, every single bullet is a reason for someone to not hit that apply button. Keep your copy tight, and be as authentic and transparent as possible.

In a recent study shared by Hinterview, engagement on traditional job content is down by 62% while storytelling content is up by 200%. It's worth rethinking and optimising the job ads to stand out from the competitors on the talent market.

Bryan Adam' s and Charlotte Marshal 's book 'Give and get employer branding' presents great approach to defining job offers. In their opinion, showing not only advantages but also challenges of work let you 'repel the many and compel the few' and talk to only with the best-suited candidates for the position/company.

Slow down in screening. I limit myself to 4 a day, sometimes more depending on req load. I schedule 1 hour on my calendar for a 30 minute call. This way I have time to get my notes written up and submittal sent out before the next one.

I schedule prescreens (first contacts) for 30 minutes with unscheduled time afterwards in case more time is needed. These are scheduled on the candidate's calendar; I want then to know that I respect their time.

I think here we need to optimize our screening process to be quick and efficient! Engage your candidates with creative questions like "If you were a superhero, what power would you bring to our team?" #recruiting #interviewtips #HR #jobsearch #hiring #talentacquisition

Screening is a crucial phase of your recruiting process and will protect your hiring managers from wasting time speaking to folks that don't fill the bill or cannot afford it. You want to know - are they aligned with the mission - do they fit inside your salary expectations - can they work where you need them to - what help do they need to contribute quickly

Screening is vital to the connection between the brand/role and the candidates themselves. It's important to use this time to truly focus and reflect on who you're talking to, focus on their strengths, and see what they want for their future. This is a great time for you to see if your company can align not just in the short term, but also thinking through the long term. Using this time I can also really highlight their strengths and make a case to our hiring team how they would elevate the company as is. I focus on quality, not quantity to make sure I always tell a clear and clean story for my candidates.

Recruiters do this naturally but your HMs will need a KPI here. Hiring is and always has been tough. The more we align this key pain point to a business metric the more you'll see your hiring managers being purposeful in their actions around hiring. Even if there ahs not been an immediate need.

Recruiting can be subtle, just like gardening. Nurture your candidates with care - update them, offer positive feedback and watch them grow into your next superstar employee. Remember, it's like gardening, but instead of flowers, you're nurturing resumes. #recruiting #HR #talentacquisition ????

Absolutely, it's not just about finding candidates but also retaining their interest and trust throughout the recruitment journey. Nurturing candidates with effective communication, feedback, and a transparent view of your company's culture can significantly impact offer acceptance rates and overall candidate experience. Building strong relationships along the way is key to a successful hiring process.

Providing interview feedback is crucial not only for candidate engagement, but also to ensure a lasting and favorable view of the company and culture. When candidates invest their time in interviewing and are then met with silence or a lack of feedback, this shapes lasting impressions that may be hard to overcome in the future. Recruiters and hiring managers should collaborate to provide timely feedback in a way that demonstrates mutual respect, ensures a positive candidate experience, and helps to amplify the company brand. Maintaining effective communication and building relationships throughout the process is pivotal for sustaining the candidate’s interest and staying attuned to any developments that may impact their candidacy.

"Onboarding" should start long before the first day. Here's where a recruiter who understands the value of building relationships can really shine. You should be building and nurturing relationships with the candidate pool and with those who have access to the pipeline of talent you need. For instance, I work with a specific and highly sought after talent pool (military-affiliated). I also work with recruiters and hiring managers to bridge the gap between the military and civilian world. I could not help my talent or my recruiting partners be successful if I was not dedicated to building and nurturing relationships with both. Begin "onboarding" your talent long before their first day through authentic interactions.

You need to constantly evaluate how and where you are looking and getting your candidates and hires from. Making sure that you are finding the correct candidates for the jobs at hand, for the right price in the market, your position, with the correct talent needed. Evaluate this at all times. You could find better sources to use once you see these items in black and white and realize that there might be missing links in your sourcing. Not just by costs but by talent alone. Don’t be afraid to seem out multiple sources to look for talent.

Refine recruitment for quality and quantity: 1. Metrics: Evaluate time-to-fill & retention in effective sources. 2. Diversification: Use job boards, social media, & referrals for diverse candidates. 3. Data: Leverage tools for insights & data-driven refinements. 4. Feedback: Gather insights for a polished candidate approach. 5. Descriptions: Craft clear, keyword-rich job descriptions. 6. Technology: Streamline with AI & tracking systems. 7. Networking: Build industry relationships for hidden talent pools. 8. Referrals: Incentivize for quality & quantity boosts. 9. Continuous Improvement: Adapt based on evolving needs & trends. 10. Collaboration: Align with hiring managers for a targeted approach.

Regularly assessing the effectiveness of your candidate sourcing methods is essential. Ensure that you are consistently identifying the right candidates for your roles, aligning with market rates, your position's needs, and required talent. Frequent evaluation is key; it may reveal gaps in your sourcing strategy that go beyond just cost considerations. Be open to exploring multiple sources for talent to maximize your success in finding the perfect fit for your positions.

Recruiters should have KPI's for the recruitment issue and measure each step to see where can improve according to the guidelines

Recruiting is like being a detective in a talent show - you need clues, feedback, and a good sense of humor! Track your hiring data like it's the latest gossip. Which source is bringing in the stars and which is just a one-hit wonder? Cost per hire? Think of it as your shopping budget – you want the best bang for your buck. Candidate satisfaction? It's like asking for a Yelp review for your hiring process. And always, always listen to feedback like it's the juiciest rumor. "Did you hear? Candidates love our interviews but think our application is longer than a bad movie." Keep tweaking your strategy like a mad scientist until your recruiting is so good, it deserves its own reality show!

In any given category there is always a top 20% If we want to hire the best then it's imperative that we build relationships with, engage and nurture those key movers and shakers. These people are never looking for work, they don't have a CV/Resume and certainly aren't looking at our job adverts. However, they are taking note of who is genuinely contributing/adding value to the industry, and who are the organisations they may be intrigued to go and work for when that time arises. You then have to construct a hiring brand in relation to the specific category and skillset and scale that message via social. That changes the dynamic of any outreach and increases the quantity of quality people. A-Players work with A-Players

Interview not only the candidates, but also the superior. Know who they are, know their team, know what they want. Connect with them genuinely not only due to work, but try to know them as a person. Through these, you'll get a sense what kind of candidate they want. This will increase the smoothness of recruitment process.

A good summary here - in addition, I’ve had success in enhancing my recruitment channels by advocating of turning every employee into a Sourcer/recruiter - this requires a very strong employer value proposition (EVP) with engaged employees and a robust referral program. I also believe meetups and hackathons (internal and external) are great ways to prospect for talent.