What's your secret to building a network of top talent?

Here's how you target your audience through networking: Skills and Experience: Clearly define the skills and experience your ideal candidates possess. Values and Motivations: Understand the values and motivations that drive your ideal candidates. Pain Points and Goals: What challenges do your ideal candidates face in their professional lives? Communication Style: Some individuals may prefer email, while others might favor social media platforms and phone calls. Hangout Spots: Identify where your ideal candidates spend their time. Value Proposition: Craft a value proposition that resonates with your target audience. Tailored Messaging: Create messaging that speaks directly to their needs and interests.

A proactive approach helps to widen your network. If I specialize in a particular function hiring, I may or may not hire at that moment but will try to reach out to people in that domain by sending a simple message/inmail for connecting stating - " I hire for XYZ role and connecting with potential candidates for current or future openings. Would you be interested in staying in touch to get regular updates on open positions in your domain?" This is one method and generally professionals do accept such LinkedIn requests as well. Other methods could be touching upon common grounds - college/certification/alumni/interests to initiate the conversation and get the relationship started.

Every so often, I do jobseeker/recruiter connection posts connecting jobs with people. I've also tagged a lot of recruiters in my network who are hiring and I'll post my jobs on those posts as well. I do audio events once in a while also for jobseeker support with my good friend Benjamin.

Showing up for your audience is key. Being authentic with your advice will always serve you better in the long run. Give candidates the truth about the other side of the desk. What we look for when we interview. What are the common red flags and green flags in candidates. Sharing our insights from the other side of the desk can truly help candidates in this market.

One thing I've found helpful is keeping a folder of 'top talent' I have spoken with in different categories. Then as roles become available, I can go back to that list and reach out to see if they are still available. Also, if colleagues need help finding candidates or sourcing, I always have a pool of the top candidates I spoke with and their contact info and salary requirements. Bonus: If you spoke with someone great and you don't have an opening currently, tell them to check back with you in 5 weeks. Often times a candidate comes back to me and I throw them right into the candidate pool for HMs because I know they are quality!

Building long term loyalty with your network will take time. Daily showing up with consistency. Make sure your message stays on the same path of thought. People want to see consistency in your advice and message. Doing this for a while will build an audience that not only trusts your advice but applies it.

I always have people who interact with me in LinkedIn Recruiter, to add me on LinkedIn. So I'm able to quickly search in my network if ever need to.

Every so often, I do jobseeker/recruiter connection posts connecting jobs with people. I've also tagged a lot of recruiters in my network who are hiring, I'll post my jobs on those posts also. Those posts in the past have gotten over 250,000 views over the course of a week after posting. I'm all about paying it forward and helping jobseekers!

I do a lot of Boolean searches, I also will only do keyword searches in LinkedIn Recruiter sometimes. I stay up-to-date with current market trends via dept. of labor or dept. of energy. I also talk to my previous co-workers at other companies about trends and what they are seeing with candidates and the market.

People want to know the latest trends and tips. Staying in the loop as a recruiter is so important. I like to make sure I am reading and digesting the latest ups and downs of the market. I like to follow top voices that share current trends. Keeping my extensive network informed is important and as I create content I need to ensure I am in the loop for them.

Building trust, one candidate at a time: For me, earning respect from candidates hinges on them knowing that I reach out with value in mind. Every interaction is personalised. Instead of generic messages, I craft tailored communications, ensuring I've thoroughly studied their CV and professional journey. Candidates can distinguish my approach from the masses, recalling my precision and dedication. This meticulousness not only enhances the immediate connection but fosters long-term credibility.