![]() “Go to page 15 and see if there’s anybody there.” “ Skip a couple of pages and see who shows up later in the search,” she says. ![]() Start way down in your search results on LinkedIn and work your way upĪnother one of Angie’s strategies for finding overlooked candidates is surprisingly simple. They were clearly interested in what you’re doing and they may be thrilled to hear from you again. This strategy comes with an added bonus: The candidates who have applied in the past have a preexisting relationship with your company. Either way, you won’t know unless you take full advantage of your database. Or maybe a candidate that wasn’t the right fit for the role they applied for is perfect for a different opening, or they have gained new skills and experience in the interim that make you look at them in a different light. And if they’re not interested, they may know of somebody who is currently on the job market. With the pandemic causing many people to reevaluate what they want from their career, a sourced candidate that wasn’t looking for a new job a year ago might be open to new opportunities today. Go back and revisit them because maybe their situation has changed.” “A lot of sourcers and recruiters,” she says, “go out to find new candidates when they have an entire database of candidates that have either applied in the past or they’ve searched and found them a year ago. Mine previous candidates who you didn’t hire but may be just what you’re looking for nowīefore you dive into a brand new search, Angie says it’s worth considering the candidates who are already in your database, whether that’s an applicant tracking system, a spreadsheet, or an old-fashioned filing cabinet. Here’s a chance for smaller businesses to tout the benefits of more opportunities, more impact, and more access to decision makers. It can’t be a “traditional” reason like remote or flexible work options, because while candidates may be looking to move jobs for factors like those, every company is talking about them so you won’t stand out. “So when I’m in an intake call with a hiring manager, the thing that I always ask is, ‘Why should I come and work for you? Why should I leave an organization where I am happy and that’s doing almost the same thing your organization is doing? What makes you different?’”Īngie keeps probing until she learns something that will really catch the candidate’s attention. “You’re not going to uncover things like culture from the job description,” Angie says. And, as Angie points out, this is also the right time to ask them questions you can’t figure out from the job description alone. To start your search on the right foot, it’s always a good idea to connect with your hiring manager and ensure you’re totally aligned on what qualities and skills an ideal candidate will possess. Ask your hiring manager, 'Why should I come to work for you?' Here are Angie’s top 12 tips for sourcing amazing candidates - and getting them to respond. “I wish I had known all of this when I got into the business,” she jokes. Angie has been in the sourcing game for more than 15 years, and she’s picked up a lot of tricks and tips along the way. We spoke to Angie, founder, CEO, and “sourceress” of Vaia Talent, to arm you with the right tools for the task. If you’re a recruiter looking to find the special candidates who are overlooked by others, sourcing expert Angie Verros can help.
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