How proactive candidate sourcing can help your business growth strategies

Today, three Business Development Specialists had their first day at Intronis Technologies. Of the three candidates who were extended offers (all of whom accepted), one applied directly to Intronis’ website, one applied to a job posting on LinkedIn, and one was found through proactive LinkedIn sourcing.

Utilizing both inbound and outbound sourcing methods is important when looking for candidates for positions at all levels. While many strong candidates are proactively looking for new opportunities (especially in this economy), there are even more passive candidates who may be interested in working for your company… they just don’t know it yet.

So, how can you proactively search for candidates? While providing recruiting support to our expansion stage companies, I often conduct searches on LinkedIn. I create searches using the criteria that I think will help me find candidates whose experience will qualify them for consideration for the position, and then either send them a message (if I share a Group with them) or an inMail to to see if they or someone they know may be interested in a new opportunity. Just as in sales, there are times when it seems my messages have fallen on deaf ears, but I continue to proactively source candidates because it has also led to some great referrals and to candidates who have ultimately landed the role. Rather than simply waiting for A-Player’ resumes to fall into my inbox, I think it’s important to proactively look for the people we want to join our team. Any company developing their business growth strategies should make sure that proactive candidate sourcing is a part of their recruiting efforts.