When we need to find a person, we usually post vacancies on some resources and social networks, wait for responses, conduct interviews, think about which one to take, and give feedback. It takes energy and time, distracts from the goals and leaves a negative imprint on the search process.

What if I told you it's different? You can do one interview and hire a cool person, or at least get a useful contact. Or what can be done so that there are always passive responses to popular vacancies. If you are interested in iu marketing cloud, please follow the link to learn more.

Sourcing

Sourcing is a targeted search for a candidate from various sources using the advanced search function, as well as using various extensions and tools.
This method is often used to find developers who are being hunted. In general, it is more suitable for finding people with a certain experience, when there is a clear idea of ​​​​who you want to see. The advantage of sourcing is that it is more analytical work - you can delegate this function to a capable analyst, and then work with the selected pool. After that, negotiation skills will come in handy, because most likely a person will have to be poached from another company. Good professionals rarely sit idle.

Expert advice

Each field has its own experts and opinion leaders. Often they speak at conferences, write books, consult and monetize their experience in every possible way, many of our target candidates are concentrated in their environment. Also, they are people just like us. Therefore, you can find a common language with them and ask for recommendations. A barrier immediately arises in my head - what is the point of helping such specialists help me?

People are vain and love it when they acknowledge their expertise and ask for advice. And they are also people, and they often wake up with a banal desire to help, if this does not require special efforts on their part. It is only necessary to correctly formulate the request.

It should be understood that experts need to stand out in messages, show beneficial cooperation, especially if they are active in social networks.

Do not be shy and afraid - try it. Someone will not answer, someone will refuse, but there will definitely be someone who will answer and help. To learn more about reverse property search, follow the link.

Courses as getting passive responses

The benefit for schools and HR courses  is that they can write: "There is a possibility of employment of the best students in partner companies."

The benefit for your company is getting motivated and trained representatives of a certain profession.

The more modern the company's website, the more progressive the people who work there and the easier it is to cooperate with them. If you remind yourself of yourself and consolidate good relationships, then after each course you will receive recommendations from the best students. Of course, this is not a guarantee that the applicants are cool, but diamonds can also be caught.

This is a completely normal situation if a person wants and can reveal his potential in another team.

Internal rotation

Rotation within the team

There are times when a person comes to one position, but his talents, strengths and motivation are drawn to a completely different place. Therefore, it makes sense to hold a competition for each vacancy within the team, especially when it comes to the strategic direction. This is both honest and will open up your team members from a different perspective.

Rotation within the company

This is a completely normal situation if a person wants and can reveal his potential in another team. “We need people at the necessary place,” as Alona Alona says.

How to offer the opportunity to move from team to team?
Talk to the current leader of the person and clarify what plans they have for him, express assumptions and thoughts about the team member you want to propose to. Talk to the person himself and offer him such an opportunity.
Why is it profitable for a leader to let such employees go? If a team member had a desire to leave for another team in response to an offer, then sooner or later he would have done it anyway. Or stayed, but felt uncomfortable because of the wrong topic, profession, atmosphere. This always means low productivity, involvement and initiative. The really good people that you develop and who are in the right place will not leave you, even if they are offered. In addition, there are no irreplaceable people and there is a vacancy for a strong new team member.
By becoming a leader open to such rotations, you turn on the process in both directions - people will both leave and come.

Friends, acquaintances, former colleagues

Friends and acquaintances

You can turn your attention to acquaintances and friends working in other companies. Rummaging through memory, you can always name the names of several people whose professional and personal data meet the requirements of the vacancy.
If the specialist refuses the offer, he will gladly or upon request (as a thank you for the attention to his person) recommend the name of another person, his acquaintance.

Former colleagues

To be honest, 3 years ago I thought that it was unacceptable to take back those who left. But now I understand and see that these were unfounded stupid beliefs.

Firstly, this has its advantages - these people are already aware of the work, corporate culture, and so on, that is, they are already highly adapted and can start working faster. Secondly, during the time that they did not work for you, they acquired useful connections, contacts, skills, life wisdom.

We have examples of successful returns. Of course, it is worth considering on what note and how beautifully the person left.