Hire With Your Head, 4th Edition

Chapter 12Sourcing Outstanding Talent: Blending High Touch with High Tech

• Semifinalist Criteria for Prequalifying Candidates
  • Small Batch, High Touch
• Understanding the Sourcing and Recruiting Funnel
  • Two Buyers: The Hiring Manager and the Top Person
• Make It Personal: Let's Go for a Career Ride
• Sourcing Checklist
• Implementing a Scarcity of Talent Sourcing Program
• Think Small-Batch, High-Touch: Source Semifinalists
  • Conduct a Career Zone Analysis to Find Out Where to Fish
  • Use Supply versus Demand to Implement a Targeted Multichannel Sourcing Plan
• Develop an “Ideal Candidate Persona”
  • Prepare Customized and Targeted Messaging
  • Job Branding and the EVP
• Direct Sourcing and Networking
  • A Clever Boolean Search to Learn the Basics of Direct Sourcing for Semifinalists
  • Diversity Matters
• Indirect Sourcing and Networking
  • Getting Referrals Is Still the Best Way to Find Outstanding Talent Quickly
  • Convert Strangers into Acquaintances Before They Become Candidates
  • Weak Connections Are Recruiter's Gold
  • Leverage Your Employee Referral Program: Create a PERP
• Summary: Networking Rules!

Sourcing great candidates is much more than hoping someone applies to your job posting or responds to an email sent to a long list of skills- and experience-qualified people.

As far as I'm concerned, sourcing great candidates is a high-touch process that starts by preparing a performance profile as described in Chapter 7. You'll use a few of the major performance objectives and the employee value proposition ...