Top 10 Candidate Sourcing Best Practices

Editor’s note: This post was originally published in 2011. Due to the timeless nature of the content, it was the most popular post of 2013.

I firmly believe that candidate identification is the most critical step in the talent acquisition/recruiting life cycle – you can’t build a relationship with, receive a referral from, network with, or hire someone you haven’t found in the first place.

From the very beginning of my recruiting career, I’ve leveraged technology for talent identification. I’ve learned that searching databases, the Internet, and social media offers intrinsic advantages over other methods of candidate sourcing, and I’ve compiled a list of what I believe are the top 10 best practices for searching for candidates.

So whether you’re searching LinkedIn, Twitter, Facebook, Monster, your ATS/CRM, or you’re Googling for candidate leads on the Internet – following and integrating these search best practices into your candidate sourcing routine can dramatically increase your ability to more quickly find more of the right people.

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In no particular order:

With more than 20 years of experience in recruiting, Glen Cathey is a globally recognized sourcing and recruiting leader, blogger (booleanblackbelt.com) and corporate/keynote speaker (9X LinkedIn, 9X SourceCon, 3X Talent42, 2X SOSUEU, Booking.com, PwC, Deloitte, Intel, Booz Allen, Enterprise Holdings, AstraZeneca…).

Glen currently serves as a Global Head of Digital Strategy and Innovation for Randstad, reporting into the Netherlands, focusing on data-driven recruitment, AI and automation.  Over the course of his career, Glen has been responsible for talent acquisition training, process, technology, analytics and innovation strategies for I.T. staffing and RPO firms with over 100,000 hires annually, and he's hired, trained, developed and led large local, national, global and centralized sourcing and recruiting teams, including National Recruiting Centers with over 300 associates.

He has earned a Bachelor's Degree in Psychology from the University of Maryland at College Park and is passionate about people, process (Lean) data and analytics, AI and automation, strategy and innovation, leadership and performance.

 

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