6 Sources of Recruitment to Find More Candidates

Finding qualified candidates can sometimes be difficult. You can search for hours and not find anyone worthy of passing on to your client.

Perhaps, you aren’t looking for candidates in the right places. You might need to broaden your search area. Check out several sources of recruitment when filling a job order.

Sources of recruitment

So, what are the sources of recruitment you can use? Below are several types of recruitment sources.

Recruiting software

Before you spend a lot of time looking for candidates, check your ATS for recruiters. You might already have candidates in your database who match what your client wants.

Filter your candidates based on what your client wants. You might filter by location, skills, education, and other qualifications.

When you find a candidate who might be a fit, contact them about the position. See if they are interested in it. If they are, you can add this candidate’s information to the group you send to your client.

Split placement

You can join a recruiting network and make split placements to find more candidates. With a split placement, one recruiter supplies the job order and the other recruiter supplies the candidate. The two recruiters divide the recruiter fee.

Another recruiter might have the perfect candidate for your job order. When you join a recruiting network, you have access to a recruiting database. You can search for other recruiters’ candidates in the database. When you find a fit, contact that recruiter about making a split placement.

Job boards

Among the sources of applicants in recruitment are job boards. You can post the open position on job boards to find candidates who are actively seeking a new job.

You can post the position on numerous job boards. Large job boards attract many people, increasing the chances that the open position is seen. You can also try industry-specific job boards. Niche sites might focus on jobs in a certain geographic area or industry. Fewer active candidates use these, but more of the job seekers will fit the job posting.

There is often a fee for posting on job boards. Make sure you budget for posting fees when you create your recruiting rates.

You can also put a job board on your recruiting website. This page would be just for open positions your recruiting business is trying to fill. If you have job board integration with your applicant tracking system (ATS), you can post jobs directly from your ATS. And when you receive applicants, the ATS will record their information.

Whether you get applicants from an outside job board or your own, make sure all their information goes in your ATS. Use your ATS to help evaluate which candidates to pursue.

Client’s competitors

Try searching for candidates among your client’s competitors. Their competitors might have employees that fit what your client is looking for. And, because the candidates work for competitors, they probably already understand your client’s industry.

Poaching candidates from your client’s competitors can be tricky. The candidates might have noncompete agreements. If this is the case, you need to find out if breaking a noncompete agreement is agreeable.

Web search

Internet searches are among the best sources and methods of recruitment. You can find many qualified candidates by doing a Google resume search. You can use Boolean search operators to add or remove certain things from the search.

For example, you might use (intitle:resume OR inurl:resume) to get search results that include the word “resume” in the page title or URL.

Your web searches will turn up resumes on personal websites and databases. You can use the contact information on the resumes to contact the candidates. And, you can import the resumes into your ATS.

Social media

Social media is among the most modern sources of recruitment. Because so many people have accounts, social media recruiting is a must.

You can use social media sites that are traditionally used for job searches and networking, such as LinkedIn. People will be more open to job opportunities on these sites. Users also have information about their skills and job history, making it easier for you to find good candidates.

You can use other social media sites for recruiting, too. It might be trickier to find candidates on some sites because people don’t always include their jobs and skills on their profiles. But, you can still find some people by searching for education, current and past jobs, location, and interests.

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