Struggling to Find Great Candidates?

Here are 3 Sourcing Strategies

You Can Start Using Today
How are you finding talent?

Job Advertisements?

Employee Referrals?

Career Fairs?

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THESE ARE ALL EFFECTIVE
WAYS TO FILL A POSITION
Each one plays an integral role in
your recruiting process
BUT...
THEY SHOULDN’T
BE YOUR ONLY
CHANNELS FOR
TALENT ACQUISITION
YOU NEED MORE THAN A
REACTIVE APPROACH
TO RECRUITING.
YOU NEED TO BE PROACTIVE TOO
So you can fill today’s requisitions,
prepare for tomorrow’s talent needs,
and make meaningful connections
for your hard-to-fill roles
Here’s How

1 Proactively source for talent

2 Build a pipeline of prospects

3 Engage your right-fit candidates

4 Leverage your talent community

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Where can you start?

Boolean Sourcing

Job Board Sourcing

Social Sourcing

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Boolean Sourcing

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Boolean Sourcing

Enables you to find candidate information from

all over the web—including resumes and cover

letters—that are stored within personal

websites, job boards and social platforms

by using a unique set of search commands.

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Basic Boolean Commands

OR returns results containing at least one of your specified

keywords or phrase.
OR Example: Entering programmer OR developer OR engineer would
produce results containing any of these terms but not necessarily
all of them.

Quotations return sites containing the exact phrase you’re

searching for.
“” Example: senior manager would return pages containing either
keyword but “senior manager” would only return pages containing
the exact phrase.

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Basic Boolean Commands - Cont’d

Minus command returns sites that exclude terms.

— Example: Using the minus command “-” before a keyword (i.e.

pork -beans) will return pages with pork but exclude any pages
containing beans.

Use the asterisk (*) within your query to identify a

placeholder or wildcard terms.

* Example: “the cow jumped over the *” would return pages

containing the phrase “the cow jumped over the moon,” “the cow
jumped over the fence, ” etc.

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Basic Boolean Commands - Cont'd

Parenthesis help group Boolean phrases for more complex

search strings.

() Example: If you searched for (Engineer or “Software Developer”)

(CISCO OR Microsoft OR HP), your results would contain either job
title keyword that ALSO contains one of the company keywords.

Use the command site: to search pages within a specific

website.
site:
Example: Searching for site:linkedin.com “web designers” AND
Phoenix would return LinkedIn profiles containing both keywords
Web Designer and Phoenix.

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Job Board Sourcing

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Job Board Sourcing

Leverage a job board site to source your ideal candidates.

1 Locate the employer section of a job board site

2 Look for the option to search or source a resume database

3 Use common keywords your candidates would use

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Social Sourcing

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Social Sourcing

Your prospects already spend a lot of time on social platforms.

Take advantage of sites like Facebook, Twitter and LinkedIn that

offer tools to help you proactively find your next hire.

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Social Sourcing - Cont’d

Use Facebook’s Graph Search.

It’s a free tool that enables you to find people on
Facebook who work for a specific industry, near a
special location, or for a particular company

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Social Sourcing - Cont’d

Twitter is also a free tool for sourcing candidates.

Use the search engine to find people by specific
keywords, phrases and locations. Twitter is an
open network, so you’re free to connect with anyone.

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Social Sourcing - Cont’d

Find candidates on LinkedIn

No membership required. You can simply use the
Boolean commands you’ve just learned.
site:linkedin.com “current * job title” (inurl:pub | inurl:in) -intitle:
directory “candidate location”
(replace the blue words with your keywords, and paste into Google)

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FORGET WAITING AROUND
FOR YOUR APPLICANTS!
Use these 3 basic sourcing
techniques to find them yourself
What’s Next?

Now that you have great candidates…

What should you do with them? Build a talent community

What’s a talent community?

It’s a place where you can collect great candidates (the ones
that you may not hire today, but could be great for an
opening in the future).

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What’s Next?

Need help getting started?

Recruiting.com offers effective
tools for managing your
candidate pipeline—like our
Talent Community widget and
our back-end candidate
relationship management (CRM)
system.

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 About

Founded in 2000, Recruiting.com helps Speak with a recruiting expert:

Call 888.637.3895 or email
companies compete for talent. info@recruiting.com

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