There are several, often better, resources recruiters can tap into, to hire the best possible candidates. This eliminates the need to rely on a single source that doesn’t justify your search for that one true candidate.
Lately, LinkedIn has become highly cluttered with topics and discussions which are meaningless. Job seekers are actively creating connections even when they are not associated with the other person. When a resource like that gets cluttered, recruiters will find it hard to find good candidates amongst an infinite candidate pool. Curating and filtering candidates ultimately becomes an issue.
A great alternative to LinkedIn is your company’s internal referral machine. Modern referral systems can be built to work online, tapping into an employee’s vast external network of professionals. While this may seem to work like LinkedIn, you’ll end up cutting the noise and directly connecting with potential candidates.
Another key area where you can focus is niche job boards and websites. Professional communities like to stay focused in an area where they can assemble and have meaningful discussions. Niche jobs sites have public forums that are actively used by these professionals. If you are hunting for the perfect candidate, these niche job sites and board may offer you the right kind of candidate in no time.
You could expand your search using online social networks to hunt down passive talent. Users on Facebook, Twitter, and other social networks are a great resource for recruiters. While these users are likely to have a profile on LinkedIn, you could first start by scanning their primary profiles on these social networks. It helps you get a sense of what they talk about and if they could be interested in a job.
It doesn’t just end there, say if you are looking to find a really talented developer, head to GitHub. Initially started as a code sharing method, this website has grown rather quickly to become the largest host of code from millions of programmers worldwide. It is excellent for recruiters looking to hire technical people. You can not only browse developers based on location, you can also view some of their work before even talking to them.
The idea behind looking for alternatives to hiring talent is to make sure you are not reliant on a single big source. Recruiters must diversify their sources for talent pools using a combination of several alternatives. You also cannot simply ignore LinkedIn given its massive size. You just need to understand there are several alternatives which can often yield better results depending on what type of talent you’re looking for.