No matter your level of expertise with sourcing passive candidates, without these habits, you will remain an average Sourcer at best. However, if you develop these traits, there are no limits to the purple squirrels within your reach.

1. Presented by Jim Stroud

2. CURIOSITY
#1
Be curious / when I started I had no idea
what I was doing and had no formal training.
So, I researched and experimented and
researched and experimented and
researched and experimented. Now there is
a lot of training available online. Take
advantage of it and never allow yourself to
get too comfortable with your knowledge.
The moment you think you know it all is the
moment you fall behind because it is always
changing.

3. USE DATA
#2
Use data / which companies do
your hiring managers tend to
recruit from? If you know that they
typically hire people from company
A, B or C, save yourself some time
and headache and give them
candidates based on historical
hiring data.

4. IMAGINATION
#3
Leverage imagination / always be willing to
experiment and leverage tools that may not be
designed for recruiting. For example, Hootsuite
used the free app Periscope to give virtual office
tours to passive candidates.

5. FYI…I am open to new opportunities.
Curious about my background?
Go to my blog at:
JimStroud.com
And click the links
My Resume
Career Highlights
Let’s chat.
TALENT ATTRACTION
SOURCING
RECRUITMENT MARKETING
PUBLIC SPEAKING
CONTENT DEVELOPMENT
TALENT ACQUISITION
TRAVEL
EMERGING TECHNOLOGIES
SOME OF MY FAVORITE THINGS

6. BE AN EXPERT
#4
Be an expert / jobseekers are more
sophisticated than recruiters think. Just as
you can check them out, they can do the
same research on you. Take the time to
brand yourself as an expert recruiter by
sharing your recruiting / sourcing stats,
getting new hires to recommend you on
LinkedIn or contributing to industry white
papers that can be cited on your LinkedIn
profile.

7. BE AN
ENTHUSIAST
#5
Be an enthusiast / if you are
recruiting scientists who are experts
in nanotechnology, then you should
be sharing content on
nanotechnology on your social media
profiles and joining in online
conversations and/or blogging about
nanotechnology as best you can. This
will set you apart from other
recruiters who do not have the time
to do so and thereby, you will attract
more passive candidates your way.

8. BE
AUTHENTIC
#6
Be authentic / its one thing to say my
company is a great place to work and
its quite another to say that and prove
it be sharing pictures of yourself
working alongside your co-workers or
joining in a charitable initiative
sponsored by your employer. Give
jobseekers something to find that
validates your claim of how great it is
to work there.

9. KNOW YOUR
COMPETITION
#7
Know your competition / learn all you
can about the companies you are
competing with so you can make more
persuasive arguments when engaging
candidates currently working for your
competition. For example, if you learn
that people hate the blue carpeting at
one rival company, be sure to mention
how much you and your co-workers
admire the red carpeting at your office.
Hmm… I wonder
what they’re up to?

10. JIM STROUD
I’VE GOT TO TALK TO
BUT HOW DO I CONTACT HIM?
Email: jimstroud@jimstroud.com
LinkedIn: linkedin.com/in/jimstroud
Twitter: @jimstroud
Phone / Text: 404-939-5752
Blog: www.JimStroud.com
Skype: JimStroud

11. AVAILABLE ON AMAZON!
Recruiting Managers! Buy this for your teams.
Sourcing Managers! Buy this for your teams.

12. AVAILABLE ON AMAZON
Recruiting Managers!
Buy this for your teams.
Sourcing Managers! Buy
this for your teams.
Learn how to attract
passive candidates
with the strategies
outlined in this book.

13. END