If they do, the website will likely have an ‘about’ or ‘contact’page with direct contact details or at least a contact form to fill out. Whenever you have a question or query, Google is the obvious first place you turn to - why not use it to solve sourcing questions too? Try Googling the candidate’s name to see if they have a website or blog. Referrals work best when your connection emails or calls a candidate directly to ‘intro’ you, but if this isn’t possible, be sure to mention the fact that you have shared connections in the subject line of your message. LinkedIn’s shared connections feature can be pretty helpful here - it’s an easy way to see who in your network might be willing to introduce you. Alternative 3: Get a referralĮmployee referrals are widely regarded to be one of the best sources of quality hires, so when you find a great candidate, see if someone in your network can give you an introduction. Don’t be scared of spontaneous conversation with candidates, try picking up the phone. You’ll learn her best tips for phone sourcing including how to negotiate with gatekeepers. However, phone sourcers walk a fine line between becoming a nuisance and getting results, so if you’re new to the field we recommend Maureen Sharib’s blogs and courses. Since cold calling candidates is no longer the most popular way to source, you likely won’t have a ton of competition from other recruiters with this method, and you might just impress the right candidate with your efforts! It might be old-school, but that has its advantages. You can even use it to navigate to their company page to get a contact number. Use LinkedIn to track candidates down, find out where they work and which department they’re in. “See those little black boxes? They’re called telephones” – Jordan Belfort, The Wolf of Wall Street We might be biased, but it’s one of the most powerful sourcing tools on the market. If you’re sourcing actively, we’d feel guilty if we didn’t recommend Beamery. It might take a little longer, but if you make a great hire, it will be worth it! Pro tip: To test this and make sure you’re not wasting your time, run the email address through a mail testing server – here’s one that is known to work well. You can also try searching for “email * * ”, to find the correct email format. There are a ton of sourcing extensions out there that can help you get hold of email addresses, or you can use a tool like EmailBreaker to crack the code on company email formulas. The problem is that it’s not always easy to get a candidate’s email address, (particularly their personal one). In fact, if you already have a candidate’s contact information, email is a really easy way to contact a candidate directly (and chances are, candidates check their email a lot more frequently than their LinkedIn message notifications). It’s so obvious that we’re hoping you don’t just stop reading this article right now (the tricks we’ve listed later on are more creative)! Try emailing your prospective candidates. Instead of relying on InMails alone, why not try five other alternatives to LinkedIn for recruiting to get yourself in front of top candidates? Alternative 1: Send them an email These results are not particularly satisfying after you’ve spent hours tracking down good candidates! A smaller fraction of recipients will read your message, and an even smaller percentage will actually reply. It doesn’t end here, remember that InMail ‘success’ often only requires a message ‘open’. This is the gold standard, anything more than this and you’re killing it.īut, think about this: if you had a 62% failure rate in any other area of your business how impressed would your boss be? The LinkedIn sales team wants sourcing teams to aspire to a 38% InMail success rate. The problem is that sending messages to candidates on LinkedIn is hit and miss. It’s essentially developed into a huge, professional public database, supposedly stuffed full of talented candidates that are waiting for you to contact them. LinkedIn makes everything pretty easy from a recruiting perspective - you might even ask why you need to bother looking for alternatives for recruiting.
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