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To me, finding candidates is an adventure. It isn’t post-and-pray and it isn’t actively search for candidates for the first 48 hours and then hope the post-and-pray pays off if the search didn’t come up with anything.

A candidate search is an adventure. It is a way to navigate through all sorts of channels and hurdles to find the right individual(s) but recruiters still need to do the basics. There isn’t a need to go straight to the advanced search options every time. Sometimes you need to revisit the basics so let’s touch on the first two phases.

Doing the basics

  • Post the job
  • Search your ATS
  • Search the job boards for which you have licenses

Turn up the heat

  • LinkedIn
  • Networking
  • Boolean searches
  • Social media sites

This is a basic recruitment roadmap that should be implemented with every new requisition. Will yours look different? I certainly hope so. This is a basic template but you need to add in the specific resources available and the timelines before escalating to the next steps.

This is pretty basic stuff for recruiters, yet I am surprised at how many don’t have an actual plan on how to attack an open requisition. There is a lot of repeat processes and searches that happen and not much creativity.

These 7, basic steps, are nothing new and nothing earth shattering to read. But they are the foundation for recruiting. Add to this however you like and grow your resources to maximize your search focal points.

Good luck and happy hunting.




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