Finding quality candidates for open positions can be difficult, plain and simple.

Whether you’re recruiting for diversity or working in a competitive sector, finding people who fit the role and are willing to talk can feel like a needle in the haystack situation.

There’s no question that this can be a challenge. But by thinking outside-of-the-box, you can greatly increase your odds of sourcing the right candidates.

Here are three sourcing strategies that most talent acquisition teams overlook…

1) Using Eye-Catching and Persuasive Recruitment Marketing Assets

If you have an in-house marketing team, tap them to assist with creating some recruitment marketing materials. At the bare minimum, you need a career page that will catch candidates’ attention and make a compelling case for working at your company.

Ask yourself, why should someone come work for you instead of the other guys? If you’re sending candidates drab career pages with job descriptions that are a mile long then you’re already losing.

Once you have a solid career page in place, the best thing you can do is create social ads and email marketing campaigns that make a splash with your target audience and draw attention to your openings.

If possible, leverage video for all of the above. Study after study has shown that video works better to capture people’s attention while scrolling through social. With strong marketing collateral, your recruiting team has an advantage before they’ve even connected with candidates.

2) Creating a Strong Personal Brand

Every recruiter understands the value of having a broad network in their industry. But what many recruiters miss is building their own personal brand!

Your personal brand is basically the image, reputation and influence you have intentionally cultivated in your industry.

We could spend all day talking about how to build a strong personal brand, but in a nutshell, you want to make sure you know your industry like the back of your hand and put your best foot forward on social media.

Post regularly about topics in your industry, answer questions and offer your honest opinion on current trends. Network and talk to people in your target industry even if they aren’t super relevant to your positions.

At the end of the day a strong personal brand is all about consistently adding value for others. If you offer value to people day in, day out, they will remember you when they go looking for a job or when you reach out about an opening.

It’s about playing the long game to become a recruiter with true influence rather than just chasing down candidates for your current openings.

With a broad network and a strong brand, great candidates will come to you or at the very least be much more receptive to your outreach!

3) Digging Beyond Job Boards and LinkedIn

Common sense says that LinkedIn and job boards are the best thing since sliced bread for recruiters. Or are they?

The problem with these platforms is that they are low-hanging fruit…for every recruiter across the globe. They’ve become oversaturated – there’s too many recruiters and not enough candidates to go around, especially for top positions.

These platforms are an excellent starting point for any search, but if you really want to access the entire talent pool, you have to dig deeper. Put feelings out across your network. Join groups on social media that pertain to your industry and connect with potential candidates.

And last but not least, consider using external support like our very own recruitment research and sourcing solutions. These services allow you to get a steady stream of qualified, relevant candidates. In many cases our clients actually lower their cost-per-hire because they spend less time sifting through crappy resumes!

It’s Time to Think Outside the Box

Gone are the days of posting and praying or finding everyone you need with a LinkedIn search. If recruiters want to add the most possible value and make better hires, they have to innovate with sourcing strategies.

The key is to apply tools that other recruiters aren’t using and access talent pools that others are overlooking.

Great candidates can be found for those who know where to look…if you’d like to shake up your sourcing strategies or connect with more candidates, subscribe to our YouTube channel today!