You're recruiting for a great company. Your latest job opening is a stellar opportunity for the right candidate, and you've done the role justice with a carefully crafted job posting. Days pass, then weeks. You have a trickle of applications, but... still no gold medal candidates. What gives?
Simply put, there's a lot of competition out there. In today's hypercompetitive job market, even great businesses with great job openings struggle to source strong talent. Maybe you don’t have brand recognition yet. Maybe you're hiring for a highly competitive role. Maybe your open roles were just lost in the noise of a thousand other job openings.
In any case, the solution is simple: proactive sourcing—seeking out and connecting with ideal applicants. While other companies take a passive approach to hiring, waiting for candidates to come to them, you have an opportunity to bring your job openings directly to the people who are most qualified.
Today, we're sharing five high-leverage recruiting strategies to help source qualified candidates for every one of your job openings.
1. Start with your silver medalists.
If you've hired before, you'll have an applicant tracking system—or a spreadsheet—full of silver-medal candidates. These applicants interviewed well but either declined your offer or weren't the right fit for your last job opening. Today, the situation might be different.
A past candidate might be better suited for a current job opening, or they may have acquired new skills and experience since their last interview with you. They may have changed their career trajectory and now be ready to consider a different role.
Approaching these candidates is a fast, cost-effective way to fill your pipeline with quality talent:
Candidates already recognize your brand. You're starting the recruiting process from a position of familiarity and trust. They've applied and interviewed with you before, so you can spend less time selling the benefits of your company, and more time selling the role.
You have good insight into their skills and experience. If you've run phone screens and in-person interviews with a candidate, you'll have a good understanding of their strengths, weaknesses, and interests, making it much easier to find a role they'll thrive in.
They'll feel handpicked for the role. It's flattering to receive an email saying, “We know things didn't work out last time, but we'd love you to apply for this new role.” You've saved them the effort of reaching out for a new role, and built goodwill with the candidate in the process.
Re-engaging previous applicants is faster and more efficient than virtually any other candidate sourcing strategy. Research from Laszlo Bock, Google's former SVP of people operations, found that “recruiters were 6x more likely to hire someone already in their recruiting database.”