Table of contents
- 5 Recruiting Channels that will boost your hiring workflow:
- Recruiting Channel #1 — Online Job Platforms:
- Recruiting Channel #2 — Industry-Specific Search:
- Recruiting Channel #3 — La Growth Machine + Sales Navigator:
- Recruiting Channel #4 — Offline Channels:
- Channel #5 — Miscellaneous:
- Final Thoughts:
Think back to your last job search or the moment you were looking to fill a crucial position in your organization. If you’re in one of these stressful moments right now, you’re probably feeling overwhelmed by the sheer number of ways to find candidates.
And that’s the case for most recruiters! They often find themselves wondering about the best ways to attract outstanding candidates. More so than ever when their budget is tight.
Having a plethora of platforms to choose from doesn’t help either, and you certainly wouldn’t want to waste precious funds on channels that don’t produce results.
So how would you know which recruiting channels are the best? How would you go about choosing them? Is there a difference between each one?
It would be easy for me to tell you that we got just the answer for you… But we don’t. No one does. There is no one-size-fits-all solution when it comes to recruiting.
Good news though, in this article, we’re diving into 5 of the best recruiting channels we know and that our clients love to use!
Let’s dive in! 😉
5 Recruiting Channels that will boost your hiring workflow:
When it comes to recruiting channels, the sheer number of possible options can get intimidating really quickly. And it’s for this reason exactly that you’re reading this article, to figure out which channels are the best bang for your buck.
Because there seems to be an infinite number of recruiting channels, I’ve decided to organize them by type of channel (I took artistic liberty when it comes to each category’s name):
- Online job platforms: These are the classics, you have your LinkedIn, your Indeed, your Welcome To The Jungle (for our France-based audience), etc.
- Industry-specific platforms: These are job boards that candidates target for specific roles. Some are orthodox, some are less so. Stay tuned to find out!😉
- La Growth Machine: You know I have to mention our awesome tool among these channels! Don’t discard it as promotional nonsense, it will make sense once you read it.
- (Mostly) Offline channels: Networking events, referrals, the classics.
- Miscellaneous: I haven’t found a name or uniting criteria for these channels/methods. Any suggestions are more than welcome, go hit the comments!
We have a lot to unpack here, let’s get started!
This article is inspired by Morgane’s extensive Ultimate Recruiting Guide. This is a gold mine for recruiters. I highly recommend you check it out because it goes into much more than just the recruiting channels! It explains everything from the creation of a job post, to the tools you have to use to source candidates, and everything in-between!
Recruiting Channel #1 — Online Job Platforms:
We start with the classics. I won’t spend too much time on this since we all know these and love (to hate) them! That said, I’ll make it worth your time by sprinkling some expert tips here and there brought to you by the expert recruiters among our clients:
Unsurprisingly, LinkedIn is at the top of the list. With almost 1 Billion active users, it remains THE platform for recruiters and candidates alike who are looking for new talent or opportunities respectively.
That’s why LinkedIn has even made it a whole premium subscription: LinkedIn Recruiter (Lite). This premium plan would seem like the go-to for recruiters and hiring managers since it provides you with substantial benefits.
However, as you might have guessed, we have a different take on this topic:
Expert Tip 🧠
We at La Growth Machine firmly believe that you’re better off getting yourself a Sales Navigator license, instead of Recruiter Lite.
It simply is a much better investment, especially since it’s cheaper, with (as we see it) many more benefits.
Obviously, I’m not going to bore you with every single online job board there is on the market.
For one, we all know who they are, you got Indeed, by far the most famous job site, with over 350 million (yes million) unique visitors per month! You also have:
- Glassdoor: The play on transparency, as the job seeker can easily access detailed information about the company, salary data, culture, etc.
- TheLadders: Enables job seekers to access well-paid opportunities. It’s where you’ll find seasoned managers who have more experience under their belt.
- Handshake: This is the ultimate job board for college students, they have so many partnerships with universities around the world. You can sign up for online career fairs and meet/recruit people from all around the world! A similar platform would be HigherEd.
There are so many well-known job platforms it’s kind of amazing, even Google has made its way into the job market! That said, we advise against putting everything on the online job platforms’ line.
It’s good to throw a shot in the dark and see if maybe a good candidate or two applies. But we find that this kind of generalist approach is a waste of time and resources.
Instead, check out our next recruitment channel:
Recruiting Channel #2 — Industry-Specific Search:
Like I said, it’s not very useful to, nor efficient to look for your perfect candidate on general job boards like the aforementioned ones. Instead, focus on what your need is and what profile you’re looking for.
Understanding Google commands:
Before we actually get into the different communities that exist for each profile, you need to understand one very useful piece of information; Google commands.
These are operators that you can use to refine your search on Google, since it’s an ocean of information. This will be relevant in the next step. For now, here’s what you need to know:
- “site: www.lagrowthmachine.com“: This will only return results from the website lagrowthmachine.com
- “inurl:’blog’“: Search for pages with a particular word in the URL.
- Exact match: To look for a specific word or sentence, put it in between quotation marks ( ” “ ).
- Excluding results: To exclude terms from your search, use the minus ( – ) sign.
There are quite a few more of these operators that you won’t need for the next part. If you’re curious however, here’s a full list of Google Search Operators.
Never use spaces in between your search operator and the parameter.
So if you’re looking for information about LinkedIn Voice messages on our websites, here’s the query:
site:lagrowthmachine.com “linkedin voice message”
Quite self-explanatory, you’re looking for someone for a specific job, you have to cut through all the noise and chase them in their own communities.
So what does that look like? Easy!
For developers, for instance, you have a couple of useful websites, notably the almighty GitHub.
You have several methods for finding your ideal candidate from GitHub, but they all go from the same principle; finding the top and most active users on GitHub:
- Using OctoHunt: This is a platform that you literally use to find developer on GitHub, simply input the programming language or specialization and location and bam! It’ll return a list of developers with their number of Repositories, Gists, and Followers.
- GitHub Advance Search: Pretty self-explanatory, you perform an advanced search on GitHub with the criteria you have in mind for your candidate profile and look through the different results.
- GitHub Trending: You can go to the Trending page on GitHub and look for something you like. You simply start a conversation with the person whose project you like and go from there! 🙂
These are the three methods I found to be the most useful, there is a multitude of YouTube videos going in-depth on how to source people on GitHub. It’s become quite the online job platform for developers!
You can also search for candidates on StackOverflow using the last 2 methods. The difference is this platform sorts users by their reputation as well.
I couldn’t find any apps that help you look for specific profiles such as OctoHunt, however, I have the next best thing; An SQL Query Generator.
Follow the steps and fill in your criteria. If it seems intimidating, don’t worry! They have a full demo guide on how to perform the search. It’s very UX-friendly! 🙂
For Data Specialists:
For Data profiles, you can check out the Kaggle community. A simple advanced Google search will get you what you need!
If you’re looking for people active in Bordeaux, France, for instance:
site:kaggle.com “last seen” “Bordeaux”
For more experience users, you can add “Joined […] ago”:
site:kaggle.com “joined 4 years ago” London
Feel free to play with this as you like!
If you’re looking for UX designers, for instance, check out these communities:
- Dribbble: Head to Inspiration > Search for what you need (e.g. Landing pages) > Check out the individual work. Dribbble also offers you Hiring subscriptions, so you can try that out!
- Behance: Same thing as Dribbble, search for the relevant keyword and check out the different designs!
Expert Tip 🧠
If you come across interesting design work from a Company Account, turn to LinkedIn to gain insights into the structure of their design teams.
You get the gist! Check out a community and try to recruit the specific creator whose work you liked. If all else fails, you can always turn to your trusty Google search.
site:behance.net “3 years” France “ux design”
Recruiting Channel #4 — Offline Channels:
Let’s get back to basics, shall we?
With the rise of digital, remote work, etc. People have really started underestimating the power of offline. Don’t get me wrong, online events are a great way to meet people and find opportunities literally from around the world:
- LinkedIn events
- Online career fairs (such as the aforementioned Handshake fairs)
- Virtual interview sessions
These are all amazing options to promote job roles and meet candidates online.
Nevertheless, don’t forget that human beings are social animals after all, and we need human contact. This is why in-person events just have a different feel to them!
I won’t linger on the pros and cons of each type of event, so here are some ideas for offline channels you can use to your advantage this time:
The same examples we mentioned earlier, just remove the “Online”; job fairs, industry-specific events, you name it!
These are not only great for scouting great talent, but they can even be fun! You’re meeting new people, hearing exciting stories, having some great food, what not to like?
And worst-case scenario, you don’t find anyone good on the spot, well, that’s called networking! You keep any interesting (but unavailable) profiles in a database somewhere, and you can contact them later!
Your current employees are the best spokesperson for your company! If you did things right, they should match your values, know your vision, and know what you’re looking for!
This makes them the ideal individuals to speak for you and how great working in the company is! Think of them as your walking, breathing advertisement (good press).
And since word-of-mouth is still one of the strongest and most persuasive communication channels, use it! They’ll refer to you the candidates they think match your criteria the best, and it saves you the hassle of the screening process.
Expert Tip 🧠
You can offer further incentivize your employees by setting up a co-optation program in your company!
Also known as “participative recruitment”, this method involves rewarding your employees for referring and bringing in new hires to your company.
Internal Recruitment or Mobility Policy
An employee may start as a Sales Rep in your company, but after a year or two, they may have aspirations for a different position. Your role in the company is to offer them the opportunity and a clear path to how they can achieve said aspirations.
This is an awesome idea for two main reasons:
- Your own employees know the internal processes better than anyone and they don’t need any onboarding or integration work.
- It’s a great way to keep these employees around and motivated as they know they have the ability to move forward within your company.
Channel #5 — Miscellaneous:
This part is all the information that doesn’t really fall under any of the previous channels, but I decided to compile it into a quick section. Think of it as more of a Best Practices section:
- Don’t be afraid to check out your competitors’ employees who have been there around the 2-5 years period. It might be time for them to make a change. They know your industry, internal tools, probably your processes, etc.
- Use automations to save yourself some time. Tools like Zapier are great. You can connect it to your Calendly, your Slack, we even have a full guide on Amazing Zaps to use with LGM
- Use this OSINT Framework (Open-Source Intelligence Framework) to find anything you can think of.
- If you’re having trouble with Boolean searches in the previous channels, here’s a website that will help you out immensely.
In the vast ocean that is recruitment channels, the quest for the perfect candidate or dream job can be overwhelming. Budget constraints add another layer of complexity.
There’s no one-size-fits-all solution, but I’ve tried here to introduce you to five great recruitment channels – from classics like LinkedIn to specialized gems and unique strategies.
Embrace the journey, explore these channels, and adapt as needed.
Nonetheless, once you find your ideal candidate(s), you need to reach out to them, want to learn how?