Turning the apathetic into driven crusaders.

Once you have your ammo and your sights set on your candidate map, its time to generate interest. In this case, we can’t use old style tricks. If we are going to be reaching out in great numbers, we can’t allow ourselves to become impersonal and robotic. The best candidates aren’t going to respond to bland spam sent to their inbox.



Scaling Outreach Without Being a Robot

A very powerful method of passive interest generation is to take the audience you previously defined, and target them directly on Facebook, Instagram, Twitter, and LinkedIn with content that sells your company and generates interest in the role you are promoting. This should be content that candidates can consume on their own without pressure. We can also segment candidates based on their interactions with the media – leading to a clearer picture on the candidates who are most interested.




Be More Inviting and Exclusive


Like we said before, job descriptions are just press releases. Its time to make job invitations that are specific to some of your top candidates. A strong conversation converter is an exclusive job invite. This is a 100% personalized job invitation to an extremely selecct group of candidates (20-40) that makes absolutely clear that you are targeting that specific candidate for a specific reason. This should prove to the candidate they are not receiving a blanket mass-invite, but are being hand-selected by the firm. I personally use short videos recorded by yours truly, mentioning the candidates name, resume/background, and reasons for interest in their specific background.



Attract For Conversations


In order to have the best results (ie interest) in initial contact, it is recommended to have a multi-angled contact campaign in line. This means setting up not only a passive autoresponder, but active email campaigns, LinkedIn message campaigns, and direct contact campaigns on select associates targeted. The more “angles” and “touches”, the more conversions from content consumption into contact.




If you’d like to see the entire process, check out our guide below. You may have seen it or heard about it before – it is called Elite LBM Talent: The Blueprint (link).

Written by 

President of Legacy Search, James Aiken has been dynamically involved in recruiting the elite candidates within the building materials industry for many years. With strength in sales and operations, James has built out multiple sales teams for manufacturers and distributors alike. Email him at

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