No advantage is too small when faced with a difficult search, and there’s simply no reason not to ask for as much help as possible before you begin—especially from your client. Not only do I want to know the sources of all candidates interviewed to date, I also want to know where candidates with the requisite skills might be found, such as competitors, companies with similar products, non-profit organizations, universities, research centers and so on.
It can be said for any occupation that efficiency is everything, but I think it is especially relevant when you are retained to develop leads for a client. I cannot tell you how much time I have wasted over the years due to miscommunication between what a client wants verses what they say they want verses my giving them what they asked for originally. Eventually, I learned a simple but powerful truth that helped me to protect my sanity and maintain a solid client relationship. What’s that?
Recently I was in a conversation with my old friend Karen Mattonen about Sourcers vs. Recruiters. I heard her rant about how as recruiters we were sourcing before Sourcers even existed and how recruiters who do full life cycle recruiting are better because they do all 30 steps in the recruiting life cycle. First let me say that I enjoy my conversations with Karen, she is passionate about so many things, but sometimes she gets so worked up on her topics of passion that I feel like half way across the country I can still see the veins popping out on the side of her neck as she puts all her might into her discussion.
FREE LINKEDIN AND MORE
In this publication I have detailed the techniques I use daily in my never-ending search for talent. Although these techniques are advanced, I have made sure to introduce them at a step-by-step, beginner level. The internet tools I talk about are either free or very low cost compared to internet advertising. If you learn and master the techniques found within, you will soon have built a solid understanding of internet recruiting.