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Here's How you can supercharge your Recruiting process. . . 
Dear Friend,
If you're in the building materials industry and you're focused on recruiting the highest-performing and most-enthusiastic talent in the market and you'd like some help developing a stronger recruiting system, we'd be happy to help ...for free

Here's how it works. . .

We'll set aside a half-hour or so to go over your current recruiting strategy and new tactics you can implement to supercharge your recruiting ability.

It's a pretty simple process.

You tell us what you're hoping to accomplish, we take a look at what you're doing, find out the best ways to make everything work better, and then share our ideas with you.

And we do it for free.

Here's why. . .

Some (but not all) of the people we do this for end up asking us to manage a specific search, or run their entire recruiting strategy for them.

So our hope is that we help you so much that you ask us about becoming a client.

Pretty straightforward.

But - just to be clear - this really is a complete audit of your recruiting strategy and an in-depth consultation on how to make it better.

Here's what its like. . .

The first thing we look to do is assess how organizations are targeting candidates.

Here’s how:

Most businesses spend a lot of their time posting jobs all over the internet.

They screen the dozens and dozens of resumes they get to find a couple of people who are worth calling, then see if they're up to par.

Problem is, if they're looking for someone that's currently happy in their role and over-performing - that kind of "active" candidate isn't applying for jobs on LinkedIn.

So the first thing we do is develop out a full candidate audience.

And there are a lot of ways to do that. . .
Screen Active Candidates -
Search for Passive candidates!
One of the biggest 'leaks' in the standard strategy of posting jobs on Indeed, ZipRecruiter, and LinkedIn is the candidate pool you're deciding to dip into.

For simplicity, there are two types of candidates. . .

ACTIVE candidates are candidates who are actively looking for a new role.

These are people that feel unsatisfied, underutilized, underpaid, unappreciated, unhappy, or they're just flat out unemployed. . .

Now, that's not to say you can't find good candidates here, but we have to realize what the overall group looks like on average. 

Most of the time, our clients prefer to dip into the passive candidate market.

PASSIVE candidates are candidates that are happy and overperforming in their current role. They're crushing goals, they're excited about their work, and they're making their boss very happy. . . 

They aren't on job boards flinging their resume out in every single direction.

They're happy where they are, and for good reason - they're successful!


These candidates are always open to improving their career long term.

Naturally, we want to identify these associates in your market and open a line of communication where we can show them exactly how their careers would IMPROVE by joining your firm and being under your wing. . . 

But like I said, they aren't applying for jobs, so we have to grow a bond with them in different ways - not just a black and white job description.

Here's how we do that:
Lighthouse Attraction
If you've ever applied for a job on the internet before, imagine back to that day.

Did reading the job description get you fired up? 


Did you feel closer to the company?

Probably not. Because most of the job descriptions we see are black and white...

Many are just laundry lists of demands from candidates without any concern for actually attracting the candidate to your company.

Here's what we use to satisfy that need:
(Click the image to view an example "Lighthouse")
Whenever you're putting an opportunity in front of a specific person to entice them to join your firm, the last thing you want is to bore them or display low-effort. 

Active candidates are going to apply no matter what...

After all, they're looking for a new opportunity

Companies need a strategy for getting passive candidates to "apply"

What do they want to learn about your company before feeling comfortable enough to open a conversation?

For us, we've been building content based on:

> The company itself
> What products they provide
> What areas they service
> The leadership of the company
> The company's achievements and local influence
> An introduction to their superior
> Details on the day to day of the role

[NOTE: If you're in the southeast, we have an extra strategy without a change in price that will position your brand better than any of your competitors... just ask]

We build lighthouses so when someone goes to the page, they have the opportunity to consume high quality multimedia about the company - at their own pace. 

The best part is that even if they don't opt in, we can re-target them later with value propositions through social media.

Which leads into another big strategy . . .
Social Media Marketing
All of your candidates are on Facebook or Instagram - but it seems like no recruiting agencies have a solid strategy for sourcing from it.  

Now...  it would be weird to just message candidates directly. 

However, what we can do using technology to grab our candidates attention and move them further through the recruiting pipeline.

Maybe someone won't answer an email...

Maybe they won't even respond to calls and voicemails from recruiters... 

But. . . they might watch a video on their own time.

They might read an article about your company.

Typically the happy, over-performing candidates are harder to move. 

They're busy knocking the cover off the ball every single day. 

However, if they have the opportunity to improve their career - they'd be open to it.

They're just tired of low-rent recruiters spamming them about roles with no appeal and no match to their background or aspirations.

Consider this your "pull-through" candidate strategy. 

(This system builds a roster of candidates excited and ready to interview with you at the first sign of an opportunity.)

Most companies are great at marketing to their customers. . .

We want to show you how to market to your candidates. . .

But long term... the most powerful collection of information is going to be your...
Total Candidate Map
Imagine a candidate map as a living, breathing roster of all applicable profiles working for your competitors, or companies that you'd like to hire from. 

Here's how it works:

We create the ideal candidate profile, then work backwards to identify exact locations, and begin building audiences based on contact data we can mine.

We can build this list as big as we'd like, preferably mapping 100% of your market. 

This way, when you want to market an opportunity, you have the most functionally-appropriate candidates to market your opportunity to.

Compare this to getting your role posted on job boards, where you're only seeing the unsatisfied and unhappy candidates applying. 

Your candidate map allows you to attract better candidates long term. 
Here's what your peers are saying. . . 
So. . . Which One Of Our Approaches Is Best For You? 
Look. . . 

There's no such thing as a "one size fits all" approach to recruiting for your business.

Your business is unique, and that's why we've set aside the time to really take a deep dive for you and help you create a custom recruiting plan that works.

And we'll do it for free.

Our hope is that you get so much value from the experience that you want to us to handle your candidate search for you.

So if that sounds good to you, just fill in your details below and we'll reach out and schedule a time to talk.

Thanks so much for reading this - - we look forward to drastically improving your organization through talent acquisition!

James Aiken
Legacy Search

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