Sourcing is more than just posting a job on a job board and endlessly sifting through applicants. Since we don’t settle with presenting the very first applicants that apply – We often review hundreds of candidate profiles. After doing so, then, we reveal top-candidates which we believe to be the best fits.
Effective sourcing requires time, skill, and dedication – leave it to the experts. We’ll free you up in this area. Helping to guarantee business doesn’t come to a halt after each expansion or downsize need you have.
Sourcing Tools
Each candidate need calls for a different set of candidate finding tools. Below are a few F.E.S. leans on in finding you the right top talent.
- Indeed
- Proprietary job boards
- Management of customer internal job board
- Zip Recruiter
- Internal pipelines (F.E.S. A.T.S. systems)
- Monster
- Simply Hired
- Career Builder
- Job Fairs
- Campaigns
- Digital events
Sourcing Keywords
Knowing the right word strings (Boolean searches) to use are key in finding top talent. F.E.S. has an active, internal, rolling index of keywords that produce results.
Example: Say you’re seeking a Chief Marketing Officer for an AI company.
Suggested keywords/Boolean strings would consist of-
- “Chief Marketing Officer” OR “C.M.O.” OR “CMO” AND “A.I.” OR “Artificial Intelligence”
- “Chief Marketing Officer” AND “A.I.”
- “Chief Marketing Officer” AND “AI”
- “Chief Marketing Officer” AND “Artificial Intelligence”
- “CMO” AND “AI”
- “C.M.O.” AND “AI”
- “C.M.O.” AND A.I.”
Staying informed about relevant job titles is also important in this example. Keeping up with the ever changing job titles for a Chief Marketing Officer is also crucial.
I.e. – Consider titles like:
- “Marketing Coordinator”,
- “Marketing Manager”,
- “Senior Marketing Manager”,
- “Marketing Director”,
- “Senior Chief Marketing Officer”,
- “Assistant Chief Marketing Officer”,
- “Chief Brand Officer” (CBO),
- “Chief Growth Officer” (CGO),
- and “Chief Digital Marketing Officer”
The above titles have similar job functions. Their skills on occasion transfer well into the Chief Marketing Officer role you are searching out candidates for. Including these titles in your keyword searches is guaranteed to broaden your search results.
Please note: The above search recommendations will yield broad results. F.E.S. uses Boolean search techniques not mentioned above to hone in on specific customers niche needs. Furthermore, location & how to exclude certain candidate skills is not included in the above example.
Your Takeaway
Learning how to maximize the money spent with these candidate hiring platforms is a downside to many organizations. Spending time on mastering these tools is also challenging.
These targeted candidate keyword combinations will take time to enter. They will take time to think-up and manage. You will need to quickly and efficiently source through the candidates that populate after each search.
Organizing each sourcing task, and managing the acquisitions process that comes after again takes time, skill, and dedication.
Next time your company needs to hire, consider Figueroa Employee Services.
F.E.S. looks forward to working with you!
Please note: some of the techniques and steps above vary on a case by case basis. To protect the privacy of F.E.S. (Figueroa Employee Services) industry specific knowledge, not all techniques and steps are detailed and/or included in this post.
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