How Do Recruiters Find the Best Candidates?

Recruiters spend a lot of time looking for qualified applicants, but where do they find them? LinkedIn is a great place to start looking for potential candidates. In addition, tech recruiters will search Twitter and browse GitHub for potential candidates. Moreover, other sources include job boards and referrals. Interviews are also an essential part of the recruitment process. So whether you’re looking for a tech recruiter or a marketing professional, here’s how to find them.



Using referrals is an effective way to attract top candidates for your company. If you want to find the right people for your open positions, you should first decide at what stage of the recruiting process you will use employee referrals. Also, make sure that you track the number of referrals per role or department. According to headhunters in Austin, TX, using referrals will save you time and money. Referrals can be helpful if employees in a particular department hesitate to refer their friends. They may not be satisfied with the work environment, office culture, or management.

Candidates referred by current employees have already been screened by their former colleagues. Therefore, they are more likely to fit the role than candidates who were only referred by outside sources. Referred candidates should be tagged on your recruiting software to shorten the screening process further. You can then follow up on them in the future to ensure they are still a good fit. In addition, if you use referral software to track referred candidates, you can quickly identify which of them were referred by which employees.


Job boards

While job boards have many advantages for companies, they come with a cost: time and effort. While they’ve made it easy for employees to search for jobs, recruiters complain that they’re inundated with applications and don’t have the time to weed through the dozens of unsuitable candidates. Strategic recruiters use niche job boards to focus their search and eliminate the wasted time scanning hundreds or thousands of CVs.

Job boards have a variety of advantages, including the ability to collect resumes in one place, which is crucial if you’re trying to hire highly-specialized people. Many job boards also integrate with applicant tracking systems (ATS) and offer features that help you filter and prioritize candidates. In addition to that, job boards are candidate-focused, allowing you to create a fluid candidate application experience. And since most job boards offer many jobs, you can search by job title or keyword to find the best match.


Social media

When used correctly, social media can help recruiters find the best candidates. Recruiters can use the sites to conduct background checks on potential hires. Social media can provide insight into a person’s personality and aesthetics. The sites can also help recruiters understand who would be a good fit for a given position. The posts and comments of employees on social media can help recruiters spot red flags in a candidate. While some employees are not good candidates, their passion for certain subjects can help recruiters make the right hire.

While using social media to source candidates can be time-consuming and challenging to manage, it can provide invaluable insight into a person’s career history and interests. Using LinkedIn, recruiters can easily find the most qualified candidates for open roles. In addition, the site provides an unparalleled look at a candidate’s work history, endorsements, and referrals. LinkedIn has over five hundred million professional users worldwide and 160 million in the U.S.



In an interview, the candidate should be asked to answer a series of questions related to the role and the company’s culture. This helps the interviewer assess the candidate’s motivation, interest, and fit with the company. Interviews are essential tools for recruiting because mistakes can lead to reduced staff morale, poor customer service, and a low bottom line. Listed below are some tips for conducting interviews. The interviewer should also review the candidate’s resume.

Organize your time. Set aside a time and place for interviews. If possible, invite candidates to come on a day convenient for them, such as during the weekend. If possible, avoid multiple tasks and be consistent with eye contact. During an interview, avoid multitasking and focus on the job. Make sure to thank them for their time and tell them when they will be in touch. If an interview takes place at a different location than the one the candidates are most familiar with, don’t schedule a meeting immediately afterward.