Five Tips for Employee Sourcing I\u00a1\u00a6ve got some good news and bad news for you: You can find great candidates on the Internet, but it\u00a1\u00a6s still going to take work. We need to get back to recruiting strategy basics. Here’s what great employee sourcing is all about:<\/P> 1. Define The Job, Not The Person 2. Have a Strong Basic Pitch 3. Write Compelling Advertising 4. Work Efficiently with Resume Databases 5. Network If you combine advertising, searching through resume databases and networking, you\u00a1\u00a6ll be able to build a pool of 3-5 top candidates. Remember though, it all starts with a compelling job description that defines what the person will do, not what the person must have. This is the essential first step of every successful search assignment.<\/P> <\/P><\/p>\n","protected":false},"excerpt":{"rendered":" Five Tips for Employee Sourcing By: Lou Adler, Monster Contributing Writer We recruiters have become lazy and fallen into an odious trap. We were seduced by the Internet and believed that finding all of our candidates online would be a cakewalk from here on out. I\u00a1\u00a6ve got some good news and bad news for you: You […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[104],"tags":[],"class_list":{"0":"post-4885","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-recroute"},"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.foundit.in\/career-advice\/wp-json\/wp\/v2\/posts\/4885","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.foundit.in\/career-advice\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.foundit.in\/career-advice\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.foundit.in\/career-advice\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.foundit.in\/career-advice\/wp-json\/wp\/v2\/comments?post=4885"}],"version-history":[{"count":0,"href":"https:\/\/www.foundit.in\/career-advice\/wp-json\/wp\/v2\/posts\/4885\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.foundit.in\/career-advice\/wp-json\/wp\/v2\/media?parent=4885"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.foundit.in\/career-advice\/wp-json\/wp\/v2\/categories?post=4885"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.foundit.in\/career-advice\/wp-json\/wp\/v2\/tags?post=4885"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
By: Lou Adler<\/STRONG>, Monster Contributing Writer
We recruiters have become lazy and fallen into an odious trap. We were seduced by the Internet and believed that finding all of our candidates online would be a cakewalk from here on out. <\/P>
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<\/STRONG>Sourcing the best candidates must start with a compelling vision of what the job entails. Don\u00a1\u00a6t rely on a traditional job description to source candidates. Instead, ask hiring managers what the person needs to do in the job to be successful, and get a description of at least three or four major projects. The best candidates will only explore a job if it offers growth opportunities.<\/P>
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<\/STRONG>Would you be open to exploring a situation that\u00a1\u00a6s clearly superior to what you\u00a1\u00a6re doing today?\u00a1\u00a8 Ninety-nine percent of candidates will say, \u00a1\u00a7Yes.\u00a1\u00a8 Use this approach every time you first talk to a top candidate on the phone. Or when you hit voicemail or an answering machine, use this as your basic message. You must also capture this idea in your advertising.<\/P>
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<\/STRONG>When writing the job description, avoid the traditional or boring. Ads need creative titles and copy that describes what the person will be doing, learning and becoming. Don\u00a1\u00a6t list skills and years. This filters out — rather than opts-in — the best people. Describe the skill in the context of how it\u00a1\u00a6s used. For example, \u00a1\u00a7Use your accounting background in manufacturing to help us build a new reporting system.\u00a1\u00a8 If the ad title says, \u00a1\u00a7Accounting Wizard Required,\u00a1\u00a8 you\u00a1\u00a6ll attract some top people to the candidate pool.<\/P>
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<\/STRONG>Finding top candidates in a resume database can be time-consuming. Maximize your return on time invested by calling the best candidates within a week — otherwise they could be gone. For the rest of the best, you need to convert older resumes into active candidates without calling any of them. Instead, write a great email message describing your remarkable opportunity with a copy of the job description. Automatically email this to any people who meet your employee screening requirements, and ask them to respond. Here\u00a1\u00a6s an example: \u00a1\u00a7I found your resume on the Internet and was very impressed with your background. If you\u00a1\u00a6re still looking for a position you might be interested in this our opportunity (insert ad). If you\u00a1\u00a6d like to pursue this, please send me your latest resume and a quick paragraph describing your most significant accomplishment in the area of (whatever may be relevant, e.g., launching new industrial products).\u00a1\u00a8<\/P>
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<\/STRONG>If you were looking for a job, every wise person you know would tell you that a good recruiting strategy is all about networking; same goes for looking for the best candidates. Ask everyone you talk with if they know someone appropriate for the job. It\u00a1\u00a6s a great way to find top candidates. If the job is not compelling though, they\u00a1\u00a6ll only give you names of people looking for work. To get a name of a top passive candidate, you need to describe a compelling job. When you get the name, call them up and ask them the basic pitch question.<\/P>
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