By: Krystal Freeman on February 19th, 2014

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5 Best Methods to Use When Sourcing for Resumes

Talent Acquisition

Yikes!!! Your job posting hasn't been receiving the response rate as you hoped and your hiring manager is pressuring you for candidates. So, as a Recruiter you know it’s time for an alternative means to the traditional “post and pray” method, sourcing for resumes. Sourcing is the process of searching for resumes using an online job board such as Monster, Indeed, and/or Career Builder. You may also utilize various association sites, social media sites, and niche job boards. Of course, you want to be sure the job board you select is one that will get you, viable candidates.  When sourcing for resumes, try a few of the following methods. They may just help you find the ideal candidate!

5 Best Sourcing Methods to Use to Find Top Candidates

1. Become “One” with the Job Description: In other words, review the job description prior to beginning your search for resumes. You will want a good understanding of the job requirements and qualifications.  Also, review any notes you may have taken about the position with the hiring manager for a better understanding.  Lastly, don’t be afraid to ask questions. If you are unsure of a term or a qualification follow up with the hiring manager.

2. Compare and Contrast: Compare and contrast the job description with the candidate’s resume. When reading the resume does it read similar to the job description?  Does it read differently? Wait! Before you move along to the next resume take a closer look again at some of the terms and abbreviations used by the candidate. Sometimes terms and abbreviations are specific to a company or industry and they could be translated to the position for which you are sourcing.

3. Keywords – Take a look at the job title and make a list of keyword and alternative terms for you to use when searching for resumes. Also, look at the qualifications within the job description for key words. Lastly, don’t be afraid to use Boolean searches (i.e.,“Digital Marketing Manager”, Marketing or Sales, Marketing, and Sales.

4. Check the Work History – Now, take a look at the resume and is the candidate’s work history consistent?  Are there breaks in employment?   Is the candidate’s experience progressive or have they been “jumping” around in their career? How many years does the candidate have with each position?  If you find these are red flags but feel as though the resume may produce a viable candidate ask questions during the phone screen. Additionally, you should not be surprised if your hiring manager questions your selection of the resume. If so, you should be ready to justify why you have selected the candidate.

5. Contact Information – Review the resume for candidate’s contact information. Reach out to the candidate using all methods as listed on their resume (home phone, cell phone, and e-mail) ensures you have made a full effort to contact the candidate. Also, attempt to reach out at least twice prior to disqualifying them.

Do not be discouraged when you start your search. You may have to utilize various job boards and keyword searches before you find your “rhythm” when sourcing.  Once you have found the ideal keyword search, job board or Boolean search write it down. You will want to refer to it later to find additional resumes. Best wishes in your search!