Recruiters, Time to Diversify Your Sourcing Strategy

Here’s a better strategy: Target those who are happy and successful in their current role and show them something better.

Passive candidates (those we target through direct recruiting, networking, or referrals) are typically very strong candidates, and there are plenty of studies that show these candidates are more apt to perform better out of the gate and stay longer. It does take creativity, time, and effort to find and reach out to these candidates, though. If you go this route, be sure to block out time on your calendar to make passive candidate sourcing a priority. Be deliberate in treating these candidates a little differently than those who apply. They may not be searching for a new role, so it’s important to highlight your employer value proposition early and often. Focus more on the “why us.” You might be surprised who’s ready and willing to make the leap for a great offer!

Thanks to author Nexstar Recruiting Coach and Executive Recruiter Jason Florek, for sharing his insights here. Jason has close to 25 years of experience developing and managing integrated recruiting programs for iconic brands. He loves to help businesses attain their growth goals, and specializes in sourcing strategy, multi-hire project management, and executive search. Jason enjoys helping Nexstar members work through the complexities of building strong teams in a competitive talent marketplace.