Have you assessed that there are no candidates in the market?
Have you already worked with contingency recruiters?
Have you posted the job yourself and only seen below-average talent?
Does sourcing feel like you’re playing “Where’s Waldo?”
ERASE THE NOISE FROM YOUR SEARCH
Things can seem frustrating. Especially if you’re managing a territory that’s missing representation. You don’t have a whole lot of time to sink into recruiting and sourcing on your own and everything you’ve seen so far has been depressing!
Look, it’s time to take a deeper dive into your search. Don’t run away, run towards it. If you aren’t personally doing the recruiting – start looking at getting dedicated resources, time, and processes into your recruiting pipeline.
When you’ve worked with recruiters in the past – have you seen timely updates with obvious progression in the search? Are they correctly identifying your competitors in the market? Are you seeing names you already know exist in the market from a competitive standpoint?
When you have nonperforming contingency recruiters, it can seem like all hope is lost.
In reality, the search just needs to have more activity on it.
EFFECTIVE SEARCHES ARE DEEP DIVES
Do you believe your recruiters have followed up with candidates they’re targeting two, three, four times? Are they finding their phone numbers and directly dialing them?
Or are they going for the low hanging fruit?
Don’t fall into the myth that your candidate isn’t out there.
The reality is, you have to have a dedicated search run on the need.
The last time you hired a recruiter, did they show you a list of the people they spoke on the phone with – with eight hours of talk time? Or did they just send you an email that said “no new candidates” and an excuse?
DO IT RIGHT
You don’t find Waldo with a quick 3rd party scan.
It takes time, effort, and a custom process to correctly identify your Waldo.
Attracting them to your role is the next (bigger) step…
Learn all about that in Elite LBM Talent: The Blueprint (link)