How to Source Your Own Direct Talent
When Your Current Process Isn't Working or You Don't Have the Budget to Outsource
Finding the right talent can be challenging, especially when traditional methods aren’t yielding results, or when budget constraints prevent outsourcing.
Here’s a comprehensive approach to directly sourcing talent, with a focus on leveraging LinkedIn from what I've learnt in my 9 years as a recruiter:
Create a Sourcing List Through Boolean Searches on LinkedIn🔎
Start with broad searches and refine them using Boolean logic to target specific keywords, skills, and companies. This may take time initially as you learn what your ideal candidates call themselves and the common profile elements.
Once established, the list needs only minor adjustments. Aim to add about 30 new potential candidates to your list every 1-2 weeks.
As you gain experience, the quality of your list improves, reducing the time spent on sourcing.
Reach Out Personally🤝
If InMail isn’t within budget, connect with candidates and include a personal note.
This note should highlight enticing aspects of the role or your company, such as unique benefits (e.g., unlimited holidays, opportunities to work with specific technologies, offsite training days abroad).
Make the note personal and reusable, with slight adjustments for specific roles.
Utilise InMails if Available📬
If you have access to InMails, use them to send detailed messages. If not, once a candidate accepts your connection request, follow up with a comprehensive message outside of InMail.
This message should provide a 200-word overview of the role and your company, focusing on aspects that would interest the candidate.
Create a few templates with varying tones to test what works best and refine these messages over time.
Schedule a Call or Send Detailed Emails📞
After the initial contact, arrange a call to discuss the role in detail, adding a personal touch.
If calls aren’t feasible, send detailed follow-up emails with all necessary information and access to additional materials.
Ensure these emails are well-crafted and personalised to maintain engagement.
Give Candidates Time and Space⌛
Allow candidates time to consider the opportunity with occasional brief nudges.
During this time, ask for their CV, salary expectations, and notice period. If salary expectations don’t align, you can address this immediately.
If they align and the candidate is eager to proceed, it shows commitment, and you can avoid wasting time on salary mismatches later.
What Next?
There are plenty of ways to hire, and I'll share more tricks about all of them, but personally, LinkedIn is king whether you use the free version or paid for, particularly once you get the hang of it.
If you need help with your Boolean searches or reach out emails, contact me at melissa.munnich@woodhurst.com. I’ll be happy to support.
Remember, it takes time but it isn’t rocket science!🚀