Sourcing Tips and Tricks from Our Talent Acquisition Team
We’ve put together some of the best tips from our Talent Acquisition team that helps them nail their sourcing and populate their talent pools with only the best, most relevant candidates for the roles that need filling.
Let’s start with LinkedIn, the granddaddy of sourcing sites. It’s the go-to platform for the top of the funnel, and there are a couple of things you can do to supercharge your sourcing.
Firstly, search by headline. This allows you to see just the candidates that mention the keyword you are looking for in your results, specifically in their profile headline. So, for example, type – headline: “open to work” “product manager” – into the job title section. This is useful when candidates have their job title as ‘consultant’, but their headline is ‘product manager’, which is more specific to their job.
Break down job titles into skills. If you aren’t having much success in finding candidates with the job title filter, break down the job titles into their skills and add those under skills and assessments. This way of searching could help find a lot more candidates.
Suppose a job spec has changed or you don’t feel that specific candidates are relevant anymore. In that case, you can archive them on LinkedIn Recruiter so they can be used another time without interfering with your current project.
When searching for a candidate that speaks a particular language, try shifting between “spoken languages” and “profile languages” on your LinkedIn search. Sometimes candidates won’t state that they speak a specific language but will use it in their profile/CV, showing that they speak that language.
Similarly, you can right-click on a profile in Recruiter that is not in English and select “Translate to English” instead of going to Google Translate in a separate tab.
If you select “Hide previously viewed” on Recruiter, you won’t see candidates you’ve viewed in the last 3 to 6 months. This is great if you are working on a project for a few months and don’t want to keep seeing the same profiles that you’ve already looked at but not saved.
Slack isn’t just our internal messaging platform, it doubles as a knowledge hub and a personal organiser.
Sending yourself reminders on Slack helps to ensure you do not miss important deadlines or provide important updates to colleagues/clients. You can also set reminders to respond to messages and mark them as unread to come back to at a later stage.
You can schedule messages for whatever day and time you want them sent. This is useful if you want to send a message at night but only want it to go through the following morning (it also makes you look less crazy and shows respect).
Sending Boolean searches to yourself and adjusting these searches as time goes on helps ensure you are finding A+ candidates and allows you to use these Boolean searches in the future rather than starting from scratch each time, especially when you have similar roles.
If you prefer to keep as much of your work in one place as possible, you can house important info on Slack by sending yourself messages to access anything you need at hand quickly, e.g. messaging templates.
When you find great candidates for a position you are not actively sourcing for, create your spreadsheet with these candidates and their LI profiles. Add in another column where you add in a few keywords or job titles that you can have a look through when sourcing for new roles. Don’t forget to build a future pool of candidates because you never know when you might be able to reach out for the perfect role!
Instead of copying and pasting responses from a different file or program, create your Gmail templates to reply to candidates quickly. Canned responses could also be helpful if you find yourself saying the same things.
Then, of course, we have other resources that our sourcing team like to utilise. Awesome recruitment blogs and publications to read to increase your knowledge on recruitment and stay up to date on trends. Their top suggestions are:
These are just a handful of tips and tricks from our Talent Acquisition team that help them in their daily sourcing processes.
If you’re looking for more tactical advice, you might be interested in our 6 Steps to Help Your Talent Team Win At the Top of the Funnel post or How to Optimise Your In-house Talent Team.