Today’s topic is candidate sourcing. Our last video discussed developing the profile of the candidate first with a client. We asked questions such as “What will this professional bring to the table both from a technical perspective as well as the soft skills.” So once that’s developed, then internally our team gets together and comes up with a strategy. Some strategies we use to find the professional the client is looking for, include industry, competing companies and location. Are we going after a talent from a direct competitor? Where are we going to find that professional? Is it New York City? Is it in the Midwest?
For example, while conducting a search for a pharmaceutical client, the goal was to find a professional to be in Ohio. Because Ohio lacks a competitive pharmaceutical market, we opted to find a professional with these types of skill in the closest market, which is Chicago. We also decided to look up professionals who had gone to school in the Midwest and perhaps wanted to return. We were talking to candidates as far away as the east coast and the west coast that had some connection to the Midwest. We were successful in placing the candidate with this specific opportunity.
Once we have developed our strategy then we would get to our messaging. Messaging means our approach to actually sending out our emails, talking to people about the particular opportunity and in our messaging, we have a distinct advantage due to our tremendous database. The focus of our search business is on placing compliance officers and legal regulatory counsel. Our database consists of thousands of professionals with these skills set. So when we begin searching, we go to our database and we start our process there. It does not stop with people just in our database. We are talking to prospective candidates and we tap into the database for potential referral sources.
Referrals are a very important aspect on how we source candidates. But the caveat is this, you could only ask for a referral if you basically know that individual. If you develop some sort of communication over the years, a bond of trust and respect then you have the right to ask who might you know that has this particular skill set. If you don’t have that relationship, no one is going to volunteer a close friend or colleague for a referral. So that’s a distinct advantage that we have in that we know thousands of ppl we have direct communication and they are very gracious in giving a referral if they are not the appropriate candidate for the particular search at hand.
Lastly, we have another advantage in the profile that we place for compliance officers and legal regulatory counsel. That advantage is a publication that we developed called Corporate Compliance Insights. This is read by as many as 50,0000 legal and compliance professionals a month. The publication is dedicated to topics of legal and compliance matters. This also contributes to people we can engage in conversation either as a possible candidate or referral source. That is basically how we approach the area of sourcing professionals.
Compliance Search – Hiring Process – Candidate Sourcing
Published by Conselium Executive Search, the global leader in compliance search.
