Imagine that you were just assigned a position to recruit for and that you needed to present 2 fully screened, highly qualified and well matched candidates within 5 business days.
Your manager/client is requesting candidates with:
- 3-5 years of related work experience (your choice – something not too vanilla/easy/common, but not “purple squirrel” either)
- Experience in a specific industry, and experience working in a similar environment (size/scale/team/software, etc.) to the manager’s/client’s
- Bachelor’s degree in a related discipline
Furthermore, let’s say that you don’t have any qualified candidates in your pipeline, so you are essentially starting from scratch.
Under those conditions and assumptions, if you were limited to only 1 method/specific source for identifying candidates to contact, engage and recruit, which would you choose, and why?
Please Respond to the (100% Anonymous!) Poll
Why Would You Choose That Method/Source?
Okay, this part isn’t so anonymous.
I’m interested to know exactly why you would choose that specific source/method of talent identification.
I believe the question ultimately boils down to which source/method do you believe has the highest probability of enabling you to produce the 2 fully screened, highly qualified and well matched candidates within 5 business days.
Would your answer be the same if you had to produce the candidates within 48 hours?
What about 24 hours?
How about same-day?
What – does that sound crazy to you? If you’ve never had a manager or client ask you to produce candidates same-day before, it actually happens quite often (to me, more times than I can count!).
I’m looking forward to your responses and supporting arguments as to which source/method you would use and why, and you can expect me to challenge them. If I get a good number of responses – I’ll share with you what MY answer would be.