Talent Acquisition practitioners know the righ candidate may not be knocking on their door. This is why it’s critical for them to source strategically and build authentic relationships with future potential talent. Effective sourcing is more than simply interacting with individuals who reply to job advertisements; it is not a one-time effort. It’s important to establish connections with qualified candidates and build relationships to enhance their company’s employer brand, even if these individuals are not actively seeking employment.
Candidates are unique, and so should the sourcing strategies used to attract them. When recruiters take the time to build relationships with potential talent, they increase the likelihood those candidates will consider their company when they are ready for a career change.
In the second half of our interview with Brian Fink, we discuss unique sourcing strategies for hard-to-find talent. Brian also discusses ways to cultivate relationships with potential talent, to build a robust pipeline for future opportunities.
Link to Brian’s book, Talk Tech to Me
Brian’s book, The Main Thing is the Main Thing
Link to Ryan Holiday’s book, The Obstacle is the Way
How to Align Your Employer Brand Strategy with the Overall Talent Acquisition Strategy