Sourcing tactics to help you find exceptional talent

If you've been struggling to find the right talent to your company, you’re not alone - hiring has gotten so competitive. To help, I’ve pulled together some proactive tactics that have worked for me. These strategies will help you connect with a broader range of candidates and build a greater talent pipeline.

1. Revisit your previous candidates

Before launching a brand-new search, take a look at candidates you’ve already engaged with in the past. Whether they’re saved in your Applicant Tracking System (ATS), data base, or even an old spreadsheet, there could be hidden gems among them. Many people who weren’t looking for a job a year ago might now be open to new opportunities.

Also, candidates who applied previously already have a sense of your company, so they might be excited to hear from you again.

And if they’re still not interested, they may know someone who is!

2. Explore the “hidden” pages in LinkedIn search

A unique trick I’ve found on LinkedIn is to start your search a few pages down, like on page 20 instead of 1. Everyone starts with the first page of search results, so a lot of recruiters end up looking at the same candidates. By skipping ahead, you’ll find candidates who aren’t as frequently contacted, which means they’re less likely to be found by your competitors.

3. Use LinkedIn’s “Similar Profiles” feature

When you find a candidate who are a good fit, check out the “Similar Profiles” option on LinkedIn Recruiter. Often, you’ll see a common skill or qualification that could help refine your search. This feature lets you see potential candidates with shared skills, which can guide you to adjust your search terms for even better results.

4. Show you’re genuinely interested in their career goals

The best results come when candidates feel like you’re interested in helping them, not just filling a role. When reaching out, avoid leading with the job itself. Instead, share that you’ve helped other professionals advance their careers and that you’d love to connect to learn about their goals. It’s a warmer, more genuine approach that will encourage more responses.

5. Share what’s exciting about your company in every message

Many companies aren’t widely recognized, so making a great first impression is crucial to capture a candidate’s attention. If you're working at a smaller or regional organization, include a brief note in your initial message that gives candidates a reason to be interested. For example, you could say, 'We’re growing quickly,' 'You’d have the chance to lead [specific project or team],' or 'You’d have the opportunity to do [X], “If you haven’t heard of X company, here’s something you should know”.

Keep it concise but specific. Highlight something unique about your work policies, benefits, or if it’s a startup or small company, mention the potential for face time with the CEO. A few tailored details can make all the difference in standing out.

6. Stay flexible with your search

If your search isn’t bringing the right candidates, don’t be afraid to switch things up. Even something as small as adding or removing a single keyword can bring up different candidates.

7. Search for misspellings to find “Hidden” candidates

Not every candidate has a perfect LinkedIn profile, some people have minor typos in their job titles, like “engineeer” instead of “engineer.” Searching for common misspellings can reveal candidates who might otherwise go unnoticed. And if you find someone relevant this way, you can reference the typo in a friendly, lighthearted message tittle that shows them you paid attention.

8. Ask in-demand candidates what stood out to them

When a sought-after candidate responds positively to your message, don’t hesitate to ask them what caught their eye. It’s a great way to gauge which outreach messages work.

9. Scroll through each candidate’s full profile

It’s tempting to quickly scan the top part of a candidate’s LinkedIn profile, but taking a few extra seconds to scroll down to the bottom can save you time in the long run. You might find valuable information that helps you tailor your message to the candidate, or notice notes like, ‘Recruiters, please don’t contact me.’

These techniques can help you uncover talent that’s often overlooked, build stronger connections, and ultimately create a more effective and efficient sourcing process. Give some of these a try, and let me know how they work for you!