In the competitive world of recruitment, finding the right candidate can often feel like searching for a needle in a haystack. At Loxo, we understand the unique challenges recruiters face, especially those at smaller, lesser-known companies. That’s why we’re here to share some creative strategies to help you source talent outside the box.
Before diving into sourcing methods, it’s crucial to understand how candidates find job postings. Unlike major corporations like Nike or Amazon, smaller companies can’t rely solely on their brand recognition to attract talent. Instead, we need to be proactive in our approach.
Take, for example, the niche role of a Customer Success Manager (CSM). Many potential candidates might not even be aware this role exists. Our very own Vivien discovered the CSM role at Loxo purely by chance when our CEO posted about it on LinkedIn. This highlights the importance of visibility and the need to go beyond traditional job postings.
Job postings, while necessary, have a limited reach, especially for niche roles. Smaller companies often have restricted budgets for job postings and marketing, making it harder to compete with industry giants. This can result in longer times to fill positions and varying candidate quality. In one instance, a job posting for an electrical engineer attracted applications from software engineers, demonstrating the need for more targeted approaches.
Sourcing allows recruiters to actively seek out the best candidates rather than waiting for them to apply. Here are some key strategies:
By identifying and reaching out to specific candidates, you can tailor your approach to their motivations and needs. Contrary to popular belief, salary isn’t always the top priority for job seekers. The CLAMPS model—Challenge, Location, Advancement, Money, People, and Stability—offers insight into various motivators. Understanding these can help you craft compelling offers that resonate with candidates.
Shameless plug: Loxo Source was designed to make it easy for you to find the right candidates — even those who may not exactly match the filters you use in your search. Our AI works behind the scenes to surface candidates who have the skills and experience you’re looking for.
Many potential candidates aren’t actively job hunting but might be open to new opportunities if approached correctly. This is where tools like LinkedIn Recruiter shine, allowing you to connect with passive candidates discreetly. Even if someone isn’t interested, they might refer someone who is.
Sourcing isn’t just about immediate hires; it’s about building a talent pipeline. By engaging with candidates and maintaining relationships, you create a network of potential hires. Even if a candidate isn’t a fit now, they might be in the future, or they could refer other qualified individuals.
This is where adding passive candidates to an outreach sequence can be so powerful — reaching out to them every once in a while to make sure you remain top of mind, without ever nagging.
Sometimes, the best candidates come from referrals. Encourage your employees to share job openings within their professional networks. This not only expands your reach but also comes with a built-in endorsement.
Want to get a bit more creative with it? We’ve got some tips for creative candidate sourcing strategies in another post.
Your job postings should reflect more than just the role and requirements. Highlight unique benefits that set your company apart. Flexibility, remote work options, and a supportive company culture can be significant draws. Tailor your postings to attract candidates who align with your company’s values and work environment.
Maintaining an internal database of candidates can be a goldmine. Keep track of past applicants, even those who weren’t a fit at the time. Regularly update and engage with this pool, informing them of new opportunities and keeping your company top of mind.
Sourcing is an iterative process. Regularly review the effectiveness of your strategies and be open to adjusting your approach based on feedback and results. Engage with candidates to understand how they perceive your outreach and postings. This feedback loop will help you refine your methods and improve your success rate.
At Loxo, we believe in the power of creative sourcing strategies. By understanding candidate psychology, actively sourcing talent, and maintaining strong relationships, you can overcome the challenges of limited brand recognition and budget constraints. Remember, sourcing is about more than filling a position—it’s about building a network of talented individuals who can grow with your company.
Stay proactive, stay engaged, and keep thinking outside the box. Happy recruiting!
This blog post has been inspired by the insightful discussions from our recent podcast episode, Episode 112: Good Riddance, Post & Pray Recruitment? — check it out if you want to hear more on this!