The Secret to Finding High-Quality Candidates: It’s All About Knowing Where to Look

My first role as an HR generalist required finding highly qualified candidates, with specialized skillsets, who had or could obtain a security clearance, to work in some not-so-attractive places very quickly. Oh, and at a pay rate that was not as high as our competitors. Talk about pressure!

I learned quickly that if I was going to find great candidates I needed to be creative and strategic. It required thinking and moving differently in order to attract the right people for open roles.

Although that was almost 2 decades ago, the secrets I learned during my first few years in HR? are just as relevant today. Specifically, for small businesses and nonprofits that need great talent and must compete with larger organizations or more competitive total compensation plans, here are a few secrets from my hiring toolkit that you can put into practice right away.

Secret 1: Know Your Ideal Candidate's Habits

Before you can find great candidates, you need to define who they are. Creating a candidate persona is key to this process. A candidate persona is a profile that outlines the qualities, experience, and values of your ideal hire. Think of it like a blueprint for your next team member.

Start by asking yourself the following questions:

• What skills and experience does the ideal candidate have?
• What are their professional goals and motivations?
• What kind of work environment and culture do they thrive in?

Once you’ve mapped out this profile (I generally do multiple because the lived experiences and motivations can be different), you’ll be able to identify where your ideal candidate spends their time both online and real life and how to target them with your job listings. Instead of casting a wide net, you’ll now have focus on where to go.

Secret 2: Look Beyond Traditional Job Boards

Many small businesses and nonprofits waste time and resources by relying solely on big, generic job boards. While these platforms may bring in a lot of applications, the majority of candidates often don’t fit the role you need to fill.

Instead, explore niche job boards and community-based platforms specific to your industry. Need some ideas? Try…

• Authentic Jobs: For designers, developers and and creative pros?
• Behance: For creatives, centered around different facets of design and UI/UX
• Creativepool: Focused towards creatives?
• Dice: Tech industry jobs?
• Idealist: mission-driven candidates looking for nonprofit roles
• Jobspresso: Remote jobs in tech, marketing, customer support and design
• Otta: curated job search results at startups and innovative tech companies
• Wellfound: A platform connecting startups with job seekers, offering a wide range of startup job opportunities

These specialized job boards are more likely to connect you with candidates who have the right skills, experience, interests, and aligned with your mission, saving you time during the hiring process.

Secret 3: Tap into Passive Candidates

Some of the best talent is currently employed and not actively looking for a new role. At least not until they hear about the new opportunity your company is offering. Sometimes just hearing about the position can strike up interest that hadn’t existed before, opening up your candidate pool.

LinkedIn is one of my favorite platforms for finding and engaging with passive candidates. From using its search tools to identify candidates with the right skills and experience to being able to send well-crafted DMs to prospects, it makes getting in front of passive candidates simple. Also, engaging in LinkedIn groups related to your industry can help you build relationships that can lead to potential hires down the road.

Secret 4: Discover Talent in Industry Groups and Forums

One of the most overlooked sources of great candidates is online communities. These spaces are where professionals gather to network, share knowledge, and grow their careers. Engaging in these communities can help you discover high-quality talent that may not be found through traditional hiring channels.

Some examples:

• Slack and Discord groups: Many industries have dedicated Slack or Discord groups where professionals discuss topics, ask questions, and share job opportunities. By participating in these discussions, you can build relationships with potential candidates.
• Reddit and niche forums: Platforms like Reddit have thriving communities (or “subreddits”) dedicated to specific industries, such as programming, design, and marketing. These forums allow you to engage with experts and thought leaders, making it easier to identify strong candidates.

When interacting in these spaces, focus on providing value to the community first. Offer helpful advice, share interesting insights, and build rapport. This way, when you do have a job to post, your reputation as a trusted member of the community will encourage candidates to take notice.

Also, keep in mind that some of these communities can be professional in nature. Others you find may be tangentially related to the position you’re seeking to fill and instead focused more on the interests and/or extracurricular interests of your ideal candidate. Don’t be afraid to think creatively about where to connect with prospective candidates.

Secret 5: Leverage Your Existing Networks

Your current employees can be one of the best resources for finding high-quality candidates. Employee referrals are incredibly effective because your team members already understand your company’s culture, values, and the skills needed for the role.

Also, leverage your followers and fans. If you have an engaged email list and/or social media following, get them involved in sharing your openings and referring great people to you. Some of my best referrals have come from clients, friends, and followers who love our mission and how we lead and want to get us connected with great people who can help us deepen our impact.

Try engaging your networks (employees and followers) by…

• Create a referral program: Offer incentives, such as bonuses or extra time off, for employees who refer candidates that get hired. This motivates your team to actively think about who in their network could be a good fit.
• Encourage social media sharing: Ask your team and followers to share job openings on their LinkedIn profiles or other social platforms. They likely have connections who may be interested or know someone who is.
• Host networking events: Encourage your network to invite others to industry meetups, virtual happy hours, or informational sessions hosted by your company. These events can attract potential candidates in a casual, low-pressure environment.

By tapping into your employees’ and followers’ networks, you can access a wider pool of candidates who already come with a trusted recommendation.

Why is it important to get creative with finding great candidates?

Finding high-quality candidates isn’t about posting on as many job boards as possible—it’s about being strategic and knowing where your ideal candidates spend their time. Whether it’s engaging on LinkedIn, participating in industry forums, or leveraging your team’s network, you can significantly improve your hiring outcomes by focusing your efforts in the right places.

Want to improve your hiring strategy and start finding better candidates? Contact me today to create a personalized hiring plan that taps into the best talent pools for your business.me today to create a personalized hiring plan that taps into the best talent pools for your business.