Human Resources Blog - Spark Hire
A Recruiter’s Guide to Sourcing in a Tough Candidate Market

A Recruiter’s Guide to Sourcing in a Tough Candidate Market

Recruiting in a tough candidate market can be quite the challenge for any recruiter.  After you’ve exhausted your database, weeded through hundreds of resumes sent in via your posting, and sourced the job boards dry, it’s time to reevaluate and start thinking about what you haven’t done. 

Reach out to the “Friendlies

If you haven’t already done so, go back through your database in search of candidates with the skill set you are looking for who you have placed recently.  Give these people a call as these are the “friendlies” when it comes to understanding your value in the job search.  These people are more likely to send referrals your way and these referrals are likely to be of similar caliber to the placed candidate simply by association.

Take a look at your online and personal connections.  Reach out to the people you have good relationships with and ask for referrals.  The more people you talk to, the greater your chances of receiving the right referral.

Advertise in the right places

Where are you advertising?  If posting a job description online is as far as your advertisement strategy goes, then it’s well past time to step it up a notch or two.

Make sure that you are advertising frequently across all social media platforms.  Join groups on LinkedIn and Facebook, tag the right people in your tweets, and you will see an increase in candidate traffic.  If you are advertising in the right places, you are likely to receive leads on the skilled candidates you are looking for.

Cold Call Competitors

When all newer strategies fail, it’s time to resort to the tried and true recruiting strategy of cold calling.  I know, I know; calling sounds so…COLD!  Let’s face it. There are little to no recruiters who genuinely enjoy cold calling into companies.  But trust me, it can still work in today’s recruiting!

Use programs such as Zoom Info, Hoovers, or even LinkedIn to help you identify talent within your client’s competitor companies.  Once you have a phone number to the company, call in and fight your way towards being transferred to the right person’s extension.

Today, many companies have forgone having an actual gatekeeper.  Instead, they have automated systems which have become our savior when cold calling.  Rather than having to invent a creative excuse to get the protective gatekeeper to transfer you, now you just simply type in the first 3 letters of a person’s name to get their extension.

What do you do when faced with a tough candidate market?  Please share your tips in the comments below.

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Julia Weeks

Julia is a skilled Recruiter with over 8 years of experience in sourcing, interviewing, and hiring within many industries globally. She works closely with hiring managers and job seekers to understand needs and desires, while offering guidance and ensuring the right fit. When not recruiting or writing, Julia enjoys spending time outside cycling, taking her dog for walks, or honing her sailing skills.