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What does candidate sourcing look like?
When companies leave themselves open to the wide world of job applications, it can lead to a variety of on and off-target results. With Corporate Navigators, we’ll identify and develop candidates, ensuring that the professionals identified are as on-target as possible. Here are our recommended steps for clients to take to maximize the results of our candidate sourcing efforts.
- Step 1: Tell Us What You Need: Describe the job and what you seek in a qualified candidate.
- Step 2: Provide Questions for Candidates: We will ask these customized questions during the screening process to fine tune our search.
- Step 3: Call Your List and Give Us Feedback: When our initial screening is done, we present you a list of candidates to call. They will be fully aware of your intention to reach out, meaning no cold calls, just productive conversations. Reach out to us if you need us to keep looking during this phase.
Step 1: Tell Us What You Need
In the Corporate Navigators online intake form, we prompt you to fill out basic information that include:
- Your project’s timeline
- A list of on and off-target titles
- Desired location of candidates
- Position requirements
- How the job fits in your company’s org chart
We also ask for benchmark candidate examples so we have an understanding of the types of candidates you’re seeking.
And finally, we’ll leave room for you to note any additional direction that include requirements or parameters not already addressed in the previous fields. This is your chance to fully customize your search.
For example, including questions you want us to ask candidates (see Step 2), extra details about your company’s culture or benefits, the job’s granular details such as team size and direct reports, plus other details are all helpful for us – and for future candidates.
Making sure these fields are as complete as possible ensures we can identify more on-target individuals on your behalf.
Step 2: Provide Questions for Candidates
After mapping out your search’s foundation, we will reach out to the list of identified candidates and begin to eliminate any off-target or disinterested contacts.
This is why we strongly encourage you to provide 3-5 candidate questions before the project starts. These tailored queries can provide unique feedback that is specifically relevant to your needs.
This is your chance to discover what LinkedIn profiles and resumes can’t. For example, you may have some personality and cultural fit questions like:
- Can you describe your ideal work environment for me?
- What did you like most/least about your last company?
- How do you prefer to communicate with coworkers?
- What surprises people about you?
- What are your plans for the next five years?
- How do you manage conflict with coworkers?
- When was the last time you took a risk professionally?
- Are you okay with dogs in the office?
Having your custom list of questions on hand gives us a chance to dive deeper and discover information AI cannot, going beyond the basics of years of experience and college attended.
By exploring nuances important to you, we can bring each name to life, maximizing your efforts to find the candidate that meets your criteria.
Step 3: Call Your List and Give Us Feedback
After we screen candidates, we will provide you a list of interested and qualified candidates with detailed notes. The next leg of the work is yours. With hours of sourcing and preliminary phone calls out of the way, you can get into the meat and bones of recruiting, calling a list of candidates who have been verified for their interest and qualification.
In this process, you may discover that one candidate causes you to think of other attributes you want in a future leader. You may also discover that a quality you previously wanted was no longer the most important aspect desired.
It’s not uncommon for a hiring goalpost to move, especially if time is of the essence. In any case in which you need to update your criteria, just give us a call. We will work hard to identify candidate profiles that serve you the best.
Regardless of what evolves during the sourcing process, by doing the preliminary groundwork of crafting an effective candidate profile with our intake form, making minor adjustments during the candidate search is no problem at all.
