Whether or not you want to admit it, we all use some paid resources for our recruiting efforts. This could include any of the following products: job boards, resume databases, information gathering resources (like Jigsaw or Zoom Info), ATS’s, the list goes on and on. Yes – I am talking to you! I know you post jobs on Monster and CareerBuilder. I know you have purchased an applicant tracking system (that most likely is simply used as a repository for resumes with very little, if any, data organization). If we are spending money on these resources, why, then, do we so adamantly preach and train against using them when conducting candidate searches? If we’re paying for them, then why not justify the cost of using them by actually using them? And if we are not using them, then why continue to pay for them???

I learned great “Target Sourcing” in my early days of working in the world of recruiting. The idea of the candidate sourcing bull’s-eye is to guide sourcers as well as recruiters in the process of using resources effectively to find candidates.