Sourcing Candidates

How to use technology to source for candidates

Sourcing for recruits without technology is like going for hunting without a weapon. Tough recruiters use all their creative approach to make their way to hidden treasure.

All thanks to technology, there are many sourcing tools that can make your recruiting easier.

We have enlisted the topmost recruiting tools to solve your daily quests:

Resume databases

There are tools that can help you find talented people through different career pages. These are few tools:

  1. Talentbin: Monster’s talent bin is a large pool of database including millions of profiles. The Boolean search feature gives you access to millions of passive candidates. They extract information from all the social media accounts and help you reach out to them.
  2. Career builder Resume Data: The working of this tool is similar to that of Monster’s talent bin. The database has profiles and resumes of abundant of clients. The career builder’s semantic technology supports effective Boolean searches.
  3. Zillion resumes: The aggregated platform is a hub to thousands of profiles and resumes. The aggregator database gathers resumes from different sources. You can find much ‘hard-to-find’ talent with the help of this tool matching your criteria.
  4. Hired: The platform brings recruiters and recruits on a single platform giving them opportunity to interact. Recruiter can create their profile and browse through the required talent. It is believed that recruits respond to 95% of queries.
  5. Hiring Solved: The platform allows you to search for candidates from across all over the world. Even language is no barrier. It lets you search for the candidates similar to your choice.
  6. Sourcing .io: This is a large database of engineers. You can browse through them using available filters. Team referrals and social networking are two features can be seen through the online connection of your team. It will help you in finding right candidate.


The work samples of a candidate are the best example of their talent. Impressive portfolios catch immediate attention. These few tools will help you in finding designers and developers.

  1. Carbonmade: It is fun to browse through carbonmade as it is a hub of collection of portfolios and projects that showcase creative art. You will enjoy looking at the work of designers, copywriters, photographers and architects.
  2. Github: The most popular platform for developers, Github is a great place to look through coding. Github has lot to offer for IT recruiters.
  3. Behance: Behance is the best app to look for creative professionals. The huge network of Behance is a good option. It allows you to search for the right candidate all around the world and you will be able to run targeted search like (Auto CAD). It allows you to post job posts too.

Networking Platform

Firstly, it is difficult to differentiate between active and passive candidates and secondly, communicating with them is another level of complication.

These few websites will help you in the process of networking. These sites can get you started in connecting and emailing candidates today:

  1. Angel List: The platform was set up for startups. However, it is not focused towards passive candidates but it is definitely for quality recruits. Recruiters can directly browse through startups and directly communicate.
  2. Event brite: The website gives you a chance to host, promote or browse an event that will help you find candidates. This way, you will come across employees will be interested in knowing about the latest trends.
  3. Meetup: This is another popular website for hosting events. It allows you to check the list of people who will be attending the event. Even if you are not interesting in attending the event, you have the names of attendees.
  4. Twitter: The hashtag conversations of Twitter are a great ally of sourcing. Try to participate in every relevant hashtag. The advanced search of twitter can be a great help.
  5. Vested: Check out how we get you connected to the very best talent.


It is the most trustworthy way of recruitment. The best employees bring in other employees. Making referrals a part of your routine will be a great help.

LinkedIn and Facebook are great sources for getting referrals.

Sourcing Candidates

How to use email to attract candidates

If you are a recruiter or a hiring manager sourcing candidates, you must know the importance of communication. This greatest tool helps you reach the candidates and decide whether you will succeed or not. There are endless communication platforms in today’s time but each one has its own pros and cons.

Among all these, email marketing is still considered as the topmost method that can be used to reach passive candidates without creating much fuss about it.

No one bothers about cold recruitment mails or calls and the candidate you are targeting are already tired of being bombarded by hundreds of emails from other companies and organizations.

So, there must be something unique in your email that it can stand out in the crowd. Easier said than done, we know! That is why; we have enlisted these 10 influential tips that will help you to create an outstanding email. I hope you will keep all these tips in mind while writing for your next campaign.

Your email should stand out

Most of the emails we receive are generated automatically. Content has been simply copied and pasted from a template or reference, only the name has been changed. All these emails get deleted right away.

First of all, make sure that your email does not stand out for any wrong reason. Put some efforts in a cold email before sending them. Include some evidence that showcase a personal touch and makes the personal realize that he is an important part of your database.

Don’t explain what your company do

Time is precious and one likes to waste in on the useless information. Don’t waste your and candidate’s time explaining the basics. If he is interested in your project, he must be aware of your company’s profile. Don’t even explain about your project. Give him a detailed history about the project is merely a waste.

Keep it as short as you can. Brief your company’s details, indicate your industry and job opening and you are done. This much information is completely enough.

Focus on your main goal: scheduling a meeting or call

Verbal communication is always much better than correspondence. It is same while hiring a candidate as well. If you think that the candidate will sign your offer letter simply after reading your email, then you must be joking. Your goal should be to arrange a meeting or call to make things more bearable.

Catchy subject lines

Whether your email is opened or not, the candidate will take a look at your subject even if he is going to delete it right away. The factors like length of the subject, clarity, personalization, shared connections and non-spammy will decide the quality of the subject.

Do your research

Many people believe in automation but if you want to run a potential hire search, you need to focus on targeted emails. Try to go beyond the information you already have and look for details online.

Send personalize messages

Carrying out research will not only help you to address the candidate properly but you will also be able to send a more impactful personalize message. Never drop any information that is irrelevant to the candidate. It will make you sound like a stalker only.

Be brief

Keeping your email up to the mark will help you get extra attention. Start off the game with the company details and quickly move to job opening. Mention all the requirements just below the job opening and drop a link to further details. It will help you get quick attention.

Remember the CTA

Always end up your email with something that can make reader generate a curiosity in your reader. A good call-to-action will increase your chances to be answered. For example:

  • Would you like to ask a few more questions?
  • Would to like to connect?


Taking follow -ups to your already generated emails increases your chances to be answered. Like a second email with a simple question, “Was the previous mail useful for you?” It will force the candidate to look for the previous mail and check.

Analyse your email campaign data time to time

Reaching out to the potential hires is no less than a sales and needs regular analysis. It will help you conclude in the right direction.

To learn more about best practices for candidate sourcing, check out our full guide.

Sourcing Candidates

When to hire a recruiting agency?

Putting workers in a chair is not an easy task. You can count upon recruiting agencies to save your company’s time and efforts.

They can help you to shortlist candidates for your job openings.

Why you should hire a recruiting agency?

One can yield many benefits by hiring a recruiting agency specially when:

  • You have short term hiring needs: Recruiting companies are quiet quicker when it comes to hiring employees. They have a widespread network of candidates. Staffing firms usually have good relationship with these candidates. They hire these candidates on role and assign them to clients who are looking for short-term employees.
  • You want to enhance your pipeline with qualified employees: Recruiting agencies fills your pipeline with good leads. It allows managers to make decisions easily.
  • You want an employee for a specialized role: Internal recruiters usually have less experience when it comes to hiring for a specialized or executive role. This kind of recruitment needs special skills and learning. Recruiting agencies have this kind of knowledge along with special sourcing methods. Their niche job boards also play an important role. To get your account prioritized you could pay them an upfront fee.

Basically, when you are hiring at initial phase, recruiting agencies take over the process and work on it efficiently. The initial steps of hiring include resume screening; phone screening and first interviews are taken care of by the hiring company.

Recruiting agencies are more like a substitute to internal recruiters of the company. Usually, small companies do not have any recruiting departments, and they outsource their hiring process through recruitment companies.

This way they save a part of money and spend that money on channelizing other departments. On the other hand, there are companies which do not hold regular recruitments. Such companies hire recruitment agencies and downsize their size of team to reduce employment cost.

Although, this approach seems extremely practical and reliable yet it has lots of drawbacks.

What happens when recruitment agencies replace the internal recruiters of the company?

Recruiting agencies can be a great support for any company, but they cannot hold the fort all alone. They will face a few limitations. Take a look:

  • They are not acquainted with the internal culture of the company.
  • It’s not necessary for the managers of recruiting agency to be available at the right moment.
  • Parameters for open roles keep changing and recruiting agencies are usually slow to adapt to it.
  • They do not have exact idea of what exact skills clients are looking for.

It is due to all these reasons, recruiting agencies alone fail to perform effectively on the part of the company.

Maintain the balance

To combine the positive and negative effects of the agencies, it is most important to strike off a balance between an agency and a recruiting firm. Combining an agency with efficient internal talent hunting team can do wonders. Both of them complement each other perfectly.

In house teams have several benefits:

A good knowledge of company culture: In house recruiting team has a good knowledge of internal culture and first-hand experience of the work place. It helps them to sell better candidates. They recommend hires that fit best to the company. Also, they know which hire can fill the skill gap most effectively.

Relationship with hiring managers: In-house recruiters maintain a healthy relationship with hiring managers and keep explaining them about the criteria and stages of hiring.

They learn from their mistakes: A bad hire or a good hire, they keep learning from their experiences and thus acquire expertise. They exactly know what their company needs.

Internal recruiters do care about candidate experience, and they carry a responsibility of building a reputation of their company

It is quite simple to understand. A start up of five people definitely does not need any internal recruiter immediately but as it grows, enter new market, launches new products and face a different kind of competition, it would become a necessity for them to invest in human resources.

Initially, recruiting agencies can shoulder your hiring burden but soon the company would have to augment with the internal recruiters. The companies who invest in a better talent acquisition team/platform in times is always better equipped to face future challenges.

(Photo from

Sourcing Candidates

How to source passive candidates?

Sourcing a passive candidate is not an easy task, which is why our clients rely on our on demand recruiting model to find the right talent.

What’s more difficult is to screen them and engage in a conversation.

How to find passive candidates?

Meet them online

  • Use Twitter and Facebook: The number of users of Twitter and Facebook counts in billions. You can use advanced hash tag search on these platforms to look for passive candidates. You can find a content manager with a hash tag #contentmanager or #SEO. Follow them on twitter and reach through it. Prefer those who have an insight about topics and answer questions. Also, you can follow the companies that are doing better and connect with their employees. Facebook can also help to find matching profiles. Target people who are into a job for some time and open new opportunities for them.
  • Try more targeted social media: Involving more upon social media stumble your chances of getting success. Websites like Snapchat, reddit and instagram are not popular for passive hire hunting unlike LinkedIn or Xing. But that also means a low competition on these websites. Though, users on this website do not like aggressive recruiting but you can initiate the process carefully.
  • Check out portfolio/ work sample sites: Online sourcing allows you to see candidate’s work on portfolio websites. Github is a good choice if you are looking for a developer and Behance, Dribble and carbonmade are ideal sites if you are looking for designers. You can host a coding challenge on this website and check out the talent.
  • Try sourcing tool: Sourcing talent from online communities allows you to see the environment and prospect of candidates in which they are living and working. It allows a personalized communication and brings more information.
  • Meeting passive candidates in person: Meeting someone face to face is equally significant even in the era of social media. It builds trust and rapport. You can attend conferences and events that allow you to meet many passive candidates. There are many websites that provide you a list of people who are attending the event. Having an idea about who is attending the event lets you prepare for it and conversations flow easily. You can yourself arrange such kind of events. Meeting people in person increases the chances of finding an efficient candidate.
  • Meet passive candidates through connections: It is often said that best employees can be found through reference only. These people rarely quit and work responsibly. You can ask your current employees for referrals. Send specific emails regarding the role you are asking for. Your network is the first place you should look for.
  • Meet through past hiring processes: You can use your database and call for previously rejected candidates. Such people can be the best employees in the future. Your ATS provides you with the data of a good number of employees instantly. There are many candidates who get rejected at the last stage of the hiring process.
  • Meet through tools and services: Manual searches are not enough if you want the best results. Do check websites that offer a good database with millions of resumes at your fingertips.

How to Screen Passive candidates?

You can screen passive candidates in a similar way you screen active candidates.

  • Have a clear understanding of your objectives: Stick to your must-have qualifications list and keep a list of your required general qualities in your mind.
  • Check out passive candidate’s social media account: A look on their accounts will help you to understand those candidates in a better way.
  • Keep an open mind about their online presence: Hire for attitude and not for their skills as skills can be easily taught.

How to recruit passive candidates?

Passive candidates are those who are not looking for a job but a good opportunity might attract them.

  • Approach them carefully: When you approach these candidates through social media be careful about the message you draft, and they may not like it.
  • Send personalized sourcing emails: You can write them a personalized email with a great content. Talk about their wishes and interests and give them enough details to make them curious.
  • Communicate what passive candidates want to know: Approach passive candidates with the information that is useful to them. Only a clear picture of what you are going to offer can help them prepare their mind.