What if you need to hunt for talent?
Start by being clear on your industry, your competitors and, perhaps, your vendors. Where might the right people be working or have worked? If this is for a recent graduate, which colleges and graduate programs offer degrees and post-docs in the skills needed for the job. You will use this list over and over so it is good to keep it up-to-date as new companies are formed and old ones are acquired or go out of business.
Next that job description – beat it out of the hiring manager if you have to – or talk with the person who will be working next to the new employee. Get agreement from all the interested parties so that a decision really can be made. Be sure that it really is only one job and doesn’t require three people and 120 man hours/week to accomplish. Be sure to know what five things the successful hire will have accomplished in the first 6 months and why the manager likes working there.
Now you have keywords and phrases. Make sure you know all the different ways to say the same thing – the way one person says it may not be the way other, perfectly qualified, people say it. Use the keywords and phrases to search on the web in general (Google and other search engines) so that you know what you are looking for and can see other keywords that may not be used in your locale. Search in LinkedIn and other social media sites for those groups and people who have chosen to use those keywords in their profiles or postings. Remember to use #hashtags in Twitter, Google+ and Pinterest.com but nowhere else.
If you are skilled at Boolean Search or can use the advanced search features in the search engines, give that a bit of time and use those keywords.
Begin to put together a spreadsheet of all the people you find with the right keywords, including their titles, companies, phone numbers and emails if possible. I usually need at least 150 to 200 people on my spreadsheet to find 3 to 20 qualified and interested candidates depending on the position and if there are more than 5 people in the world doing it.
Start to contact each one directly. Use all the methods of contact – phone and voice mail, email, texting, through the social media sites, introductions in LinkedIn, direct Tweets, etc. The same plans that allow you to put the job description in front of the right eyes will also allow you to see who is looking.
On LinkedIn you can message anyone who is in a group that you are in, without using up your “InMails”. So you need to be in the groups that attract your ideal candidate, or you need to have set up a group beforehand and kept it interesting enough that people join, keep coming and don’t leave the group.
Don’t forget to directly reply to the people who have interacted with you and your posts on each of the Social Media sites you are active on. Ask for referrals, always. And put them on the spreadsheet.
As the fresh resumes start to come in, check them against the position description and also check the person’s LinkedIn profile, Facebook profile if you can find it and Twitter page if you can get it. Check on YouTube as well. Some people may send you additional information – a bio, a deal sheet, a sales plan, a video introduction, etc. Don’t allow these extras to distract you from the skill set you need.
It will be harder to sort these resumes than the ones from a posting because you will have more of the right people and fewer “Looky Lous”. You pre-qualified these candidates by industry and interest before you eve began to receive resumes. Won’t it be nice to present a full slate to the hiring manager of people you know fit.
If this is what you need, click here and schedule a time to discuss your search