How I Run A New Search
When I get a new job order from a client, the first thing I do is post the job description in my ATS so it appears on my branded job board, which gives me a custom link to share with prospective candidates.
Next, I set up a campaign in Interseller and create the corresponding email templates, including a link to the new job description.
Then, I start a search on LinkedIn. As I see candidates that look interesting, I add them to Interseller using the Google Chrome extension, and if Interseller can’t find their email address, I’ll send a LinkedIn InMail instead. Both my emails and InMails include a link to my Calendly page for automated phone call scheduling.
After doing this for a while, I start to see invites appear on my calendar. Those are brief, 15-minute pre-screen conversations to talk with a prospective candidate about why they are looking, what their compensation expectations are, and to tell them what I know about the opportunity I’m recruiting for. If I’ve done my sourcing effectively, I should know everything I need to know about their background and the work they are doing now from the information provided on their LinkedIn profile — if there are gaps here, I’ll ask about them during this conversation.
While I continue sourcing for more candidates to add to the campaign, I’ll start to put together submission emails for the candidates I speak with that look good to interview. I’ll send the HM (hiring manager) their resume along with my notes, and hope the HM wants to interview, at which time I’ll schedule the interview between the HM and the candidate.
This goes on and on until the position is filled, either with a candidate the company found through another source, or hopefully, one of the candidates I’ve submitted to them.