{"id":15511,"date":"2017-04-10T23:59:30","date_gmt":"2017-04-11T03:59:30","guid":{"rendered":"https:\/\/www.bullhorn.com\/au\/?p=15511"},"modified":"2019-03-02T09:09:35","modified_gmt":"2019-03-01T22:09:35","slug":"3-candidate-sourcing-best-practices","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/au\/blog\/3-candidate-sourcing-best-practices\/","title":{"rendered":"3 Candidate Sourcing Best Practices"},"content":{"rendered":"

No matter how skilled you are at sourcing<\/a>, there’s always room for improvement. Maybe you want to get more efficient. Perhaps you’d like to improve the quality of the candidates you find. Or maybe you just want to change up a stale routine. Here are three sourcing best practices to help you be better, regardless of your goals.<\/p>\n

Never Stop After One Search<\/strong><\/h3>\n

Let’s say you run a highly targeted search on LinkedIn and find a spate of great candidates with exactly what you’re looking for. Time to move on to your next task, right?<\/p>\n

Not exactly. As tempting as it is to stop at “good enough”, doing so leaves a lot of qualified candidates on the table.<\/p>\n

As sourcing expert Glen Cathey, says on his Boolean Black Belt blog<\/a>, \u201cConsider that every search you run both includes qualified people and excludes qualified people.\u201d<\/p>\n

Be Inventive\u00a0<\/b><\/h3>\n

It’s easy to fall into a rut and stick with what’s been working lately. But unorthodox or creative sourcing methods can reap great rewards\u2014under-the-radar candidates.<\/p>\n

At a recent LinkedIn Talent Connect<\/a> conference, sourcing experts shared some of the creative sourcing methods they\u2019ve used to find candidates. Some examples:<\/p>\n