The Definitive Guide to Sourcing in Recruiting

Why this guide?

While there is literature available on the subject of recruitment, it generally focuses on the conduction of interviews. That's why we decided not to address assessment in that guide. If that's what you're looking for, you might want to close this guide and check out these two excellent books instead:
If you think the available litterature is not enough and would also like to see a guide on the “Assessment” aspect of recruitment, send me a message on LinkedIn. :)
Still here? It's probably because like most companies today, one of your main issues is to attract more candidates. Your challenge lies at the starting point, on sourcing. You know how to assess candidates, but simply: you lack some. You've come to the right place: this guide sums up our 5 years of operational experience, read-outs, and discussions on this topic.
To find out more...

Who is this guide for?

This guide is particularly aimed at the companies we know: companies from 0 to 1,000 people, in the technology/software industry. Our tips and advice are addressed to all positions in which one lacks quality volume. As a general rule, these are executives (engineers, salespeople, product and management teams etc.). We have created this guide with 3 main contacts in mind:
  • Founders of startups or team managers who are responsible for the recruitment process. Often following a fundraiser, therefore there is a constraint related to speed. The main obstacle is often the lack of time (this guide will help you free up some time) and the lack of knowledge regarding sourcing methods (this guide will teach you how to master the latter).
  • Recruiters in small recruitment teams (1 - 5 people), usually in companies with 0 to 200 employees. Your daily life is quite frantic: you are at the forefront of the company, you are responsible for recruiting candidates for all teams and everything is urgent. Some of the advice provided in this guide will be familiar, the other part will be essential in helping you achieve your goals (and sleep better at night!).
  • Recruiters in larger and mature recruitment teams (5 - 50 people). You have more tools and resources at your disposal, and you're looking to switch from a responsive recruiting approach to a more strategic and proactive approach. You reflect on the creation and maintenance of pools. The level of requirement increases the need for organisation and rigor and a good level of communication is essential.
If you don't feel concerned by the latter, this guide may not be relevant. Mainly, if you are recruiting for high-volume positions where incoming applications are of high quality and the challenge is only to sort these out, you won't learn much about that here!

Forget about what you know: Recruiting is still easy - for now

There are techniques, methods, tricks. Now dive into the first part of this guide to discover or rediscover them:
Last modified 1mo ago