Editor’s note: as sourcing professionals, it is important for us to know as much as possible about the candidate side of the recruitment process so we can do our own jobs effectively. I feel that this article from Susan San Martin provides a few good sourcing tips from the written perspective of a recruiter offering resume construction resources to job seekers.

I am an executive recruiter . . . a retained recruiter . . . meaning that companies partner with me to identify and secure talent for key positions within their organizations. My expertise is search within the Communications and Marketing disciplines. Prior to executive search, I spent my career rising through the ranks of various Communications and Marketing roles; this is what I know and it was a very natural segue for me.

My approach to search is very comprehensive. While my priorities are obviously with my clients, I believe in really getting to know candidates for two reasons. First, a deep conversation allows me to assess not only the “technical” fit of the candidate for the hiring organization — the “can this person do the job” fit — but it also allows me to measure whether this candidate’s own career trajectory is aligned with where my Client sees the role going. I also have the ability to determine whether this person will be the right “fit” for the organization; culture fit can be as, if not more, important than “technical.”  Second, I enjoy getting to know the broader circle of candidates because I know that if you, Candidate, are not right for a current search, you may be for the next one.

All of these conversations start with resumes . . .