Clone Your Talent

Stormtroopers in the liftAs it’s Star Wars Day (May the fourth be with you!) I thought I would put together a little sourcing advice from a galaxy far far away.

Clone your talent – Not literally, of course. I’m not talking about having hundreds of Jango Fetts confusing the security personnel on the door of your building but it can help to look at the great employees you already have and try to find more like them.

Talk to those doing the job already

If you’re an in-house recruiter or a sourcer then you have the advantage of being able to talk to those that are doing the role you’re recruiting for already. If you are a third party recruiter then the closer you can get to talking to the hiring manager or someone already doing the job, the better.

Where do they spend time online?
Do they use LinkedIn or Twitter, do they read and comment on any industry blogs? This will help you judge if you can take advantage of their existing online network. What industry news sites do they frequent? This might help you plan recruitment advertising or search for names of peers being quoted in articles.

What networking events and conferences will they be attending?
You can go along to these events too, or track them online via Twitter hashtags, attendee lists, LinkedIn events etc.

Look at CVs and Online Profiles

What sort of language do your employees use to describe what they do?
This can help you identify keywords and phrases to include in your search terms. If you’re an agency recruiter, don’t be afraid to ask your client for the name of someone that they think fits the bill – whether they’re a current employee or not.

Where did your staff come from?
Do your best hires tend to come from a particular group of companies? LinkedIn company pages can help with this – on the right hand side of your company page you will have the opportunity to “Check out insightful statistics about [company name] employees >>”. If your company is large enough, it will tell you the most popular companies that your employees have previously worked at and the companies that employees went on to work at after leaving you. These are good target companies for your talent search.

This is, of course, just one approach and not always appropriate. Do you look at your current employees to help you find future talent?

Photo by Jaymis on Flickr.