In a tight candidate market, sometimes the temptation is to work harder instead of working smarter. We turn to our tried and true sourcing methods and look for keywords consistent with our job descriptions, but sometimes it doesn’t seem all that effective.

An often-missed step is to develop a candidate persona so we really know who our best candidates are. This includes research into who is most successful in a given role - and allows us to tailor our outreach accordingly.

In some cases, it may lead us to narrow our search; in others, it may open our eyes to candidates we had not previously considered. But, with a shrinking pool of qualified candidates, it allows us to focus on those who will best fit with our organization and who we will be the best fit for as well.