About your gall bladder

You're facing a gall bladder attack, and it's not just a minor flare-up.

This is the big one.

An imminent explosion on the horizon.

Find a great surgeon fast, or you’re toast.

You wouldn't just post a flyer in the local hospital lobby hoping the best surgeon in town happens to stroll by, sees it, is intrigued, available this Tuesday, and decides to give you a call.

No.

You’d pick a proactive approach—scouring the medical community for top-notch referrals and directly reaching out to the best in the business.

Paging Doctor “Save-The-Day” Stat.

This analogy slices right into the core issue with traditional job boards when it comes to filling open roles in your business. It’s time we dissect the real risks & inefficiencies of relying solely on job boards and consider a more targeted, surgical recruitment strategy.

The anatomy of the issue

Job boards are like waiting rooms: they're accessible to anyone who walks in. This sounds convenient, but just as you wouldn't trust your surgical needs to anyone who can wield a scalpel, you shouldn’t trust your company's critical roles to the random selection of candidates who happen to respond to a job post.

Here’s what’s wrong with this picture:

Surface-level reach

Job boards mostly attract active job seekers. While these candidates are eagerly looking, they might not be the cream of the crop. The best potential candidates are often not on these boards—they're successfully employed, not actively looking, and possibly unaware of the opportunity to make a beneficial career move. It's like needing a specialty surgeon but only getting general practitioners who are between jobs.

Quantity over quality

When you post on a job board, you’re more likely to be flooded with resumes than with solutions. Sorting through them can be as painstaking as separating the nerves during surgery—time-consuming and delicate. Most of these applicants might not even meet the basic qualifications, let alone excel in them. And AI is only making things worse, giving candidates the ability to mass-apply to hundreds of roles in 60 seconds. Kiss your empty inbox goodbye.

Passive candidate bypass

By relying solely on job boards, you miss out on passive candidates who are often the best fit. They're like the specialist surgeons who are known for specific, successful procedures—they aren’t browsing job boards; they’re busy making a difference. Reaching them requires a different strategy.

A more targeted approach: Surgical precision in recruitment

Just as in surgery, where precision can mean the difference between success and failure, the same goes for recruitment. Here’s how to strategically approach this:

Scalpel-sharp candidate targeting

Identify the traits of your ideal candidate and use tools and networks to find individuals who match this profile. Leveraging professional networking sites, industry conferences, and referrals can help you connect directly with those who are best suited for the role but not actively searching.

Anesthetic for your outreach

Craft personalized outreach messages that speak directly to the needs and aspirations of these passive candidates. Your message should be compelling enough to sedate their contentment in their current role and awaken their interest in the opportunities you offer.

Make a speedy recovery

Once you’ve made contact, nurture these relationships. Like post-operative care, the follow-up is crucial. Ensure that your process respects their current engagement while gently leading them towards considering a switch.

So, let’s close the incision: Moving away from job boards and adopting a more deliberate outreach strategy can have immense benefits:

Higher Quality Candidates: By targeting individuals who have proven track records and are not actively looking, you're more likely to attract professionals who can perform at the level you need—no more sifting through piles of unqualified resumes.

Efficient Process: Though it might seem like more work initially, direct outreach can save you time in the long run by reducing the quantity and increasing the quality of candidates.

Better Fit: Passive candidates are often more stable in their current roles and industries, suggesting a level of satisfaction and success that can translate into your organization.

While job boards can be part of a broader recruitment strategy, they shouldn't be the beating heart of your efforts.

Like in a critical surgery, the stakes in hiring are too high to rely on chance encounters. Instead, tailor your recruitment strategies with the precision of a surgeon’s scalpel. By reaching out directly to passive candidates, you not only increase your chances of finding a perfect match, you also ensure your company’s health is in the best hands possible.

Don't let your recruitment strategy be an anatomy of failure—make it a well-sculpted success. And job boards don’t cut it.

Unfortunately, this targeted approach takes time. Time you probably don’t have - thanks to that swollen gall bladder.

Fear not.

My team of candidate-sourcing-medics has the time & expertise to do it for you. You can meet 10 targeted, passive candidates in 10 days for almost nothing.

Here’s how they do it.

xoxo,

Doctor Jeff