HOW and WHERE to Find Candidates for Your Recruiting Agency

Описание: So, once you've mastered the art of closing a client and getting an agreement signed, the next order of business of course, is to....FIND CANDIDATES.

In this video I'm laying out a basic rough overview of how/where to find candidates for the right client. Every client is different and so I'm laying this out in 3 categories as you'll see below and it's highly important you get this right otherwise you'll waste A TON of time.

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So the first thing you want to do is identify which type of candidate you're looking for. This is easily done. If you know the client, have asked the right questions, and verified what they need, you'll know how to classify them. I use 3 main categories to classify candidates roughly.

They are:

GENERAL LABOR CANDIDATES:
(Warehouse, drivers, production, manufacturing, administrative, receptionists, logistics etc) - basically anything low paying / lower skill
I hate to use it, but I'll use the word "blue collar" here.

MID LEVEL - UPPER LEVEL CANDIDATES:
These are going to be anything that could be general labor, but falls in the higher ranks, and beyond. We're talking warehouse management, or management of any sort, people that manage teams, people that run operations, people that are in charge of workflow, titles like "lead" or "head" or "manager" etc all fall into this category and so many more. What's difficult is that these categories easily blend into one another, so honestly one of the best ways to differentiate what you're looking for is by pay rate. Mid-Upper level candidates should be at a pay rate of about 50%+ above a basic general labor worker. ie: If the warehouse worker makes $16/Hour, the manager of the warehouse is probably making close to if not double that hourly rate.

UPPER - ECHELON CANDIDATES:
These are our professional types, directors, project managers, product managers, senior this, senior that, yes, even the C-Suite if you're looking for a C-suite individual, this category would also include most of your technology and finance, accounting type of roles etc. This is what I consider the "Upper-Echelon" candidate category.


NOW, once you've identified the category they fall into, it's a simple matter of going to the places where each categorical candidate will be found. I can tell you from my experience where they hang out, where they're best found and best not found and that's below.

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GENERAL LABOR CANDIDATES:
Indeed resume finder
Indeed paid ads
Craigslist paid ads

MID - UPPER LEVEL CANDIDATES:
Craigslist is a NO NO, for these!
Indeed paid ads still good
Indeed resume finder still good
LinkedIn is something you'll want to start exploring for these roles

UPPER - ECHELON CANDIDATES:
LINKEDIN .....and pretty much just LinkedIn.
These candidates are generally sought out via strategic LinkedIn search for their exact profiles where you'll use specific terms and location information or company information.

For instance, if a company is looking for a director of finance at XYZ Corp, go search ABC Corp and find anyone related to top level finance roles there, and that's your pick of candidates. Obviously not your ONLY pick, because you can go find endless companies that have these roles and connect/message/email/cold call etc all of the candidates that match your search that you've found on LinkedIn, but the key here is that they're on LinkedIn, and not on an of the aforementioned places.

That's it!

One last side-note I've been meaning to add. Stop sourcing candidates on Facebook. It's an endless void of indecisive people for mostly and only low tier/low paying general labor jobs. Not only that, they're usually highly non-committal. People go to certain platforms to be found for certain things, and Facebook, although it has job boards and I even have my own 4,000 person job group, I'm mostly using it for client lead gen. NOT candidate searches. People are on facebook for quick bursts of entertainment and after 5 years of utilizing multiple job groups including my own, I've never successfully found a committed candidate even for the most menial job hiring today. Bottom line, just don't source candidates on Facebook, but definitely use Facebook as a means to find clients.