On this page we will be providing links to articles in the recruiting industry that we think you will find very useful in your efforts as a recruiter or a research analyst. We will also provide articles written by our own staff of experts which will explain tips and tricks to help you in your efforts, as well as discussing trends in the industry as a whole.

• Ways to Broaden Your Staffing Strategy

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Broaden your Strategy
by Greg Pankow, RW Stearns, Inc
February 18, 2013

Most recruiters know that there is no "magic bullet" when it comes to finding the right candidate for an open position. In fact there are so many different tools and techniques for staffing being discussed and debated that it is easy to become confused regarding which to use, or spend endless time debating the merits of one tool over another.

The purpose of this article is to provide a solid list of proven techniques for sourcing via multiple technologies and methods.

• Cold Calling Passive Candidates

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Passive Candidates
by Greg Pankow, RW Stearns, Inc
February 12, 2012

Cold calling passive candidates (those not actively seeking a change in employers) for recruiting purposes is different in many ways from "cold calling" as it is generally referred to. Although your objective is essentially to sell the person you are calling on a position or opportunity, the advice given in cold calling books is generally geared toward those selling products or services. Not all of the information in these guides is applicable and some of it may actually lead to negative results in a recruiting environment.

This guide is intended to provide some basic tips that should help anyone planning to call passive candidates.

• Voicemail Surfing

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Voicemail Surfing
by Greg Pankow, RW Stearns, Inc
September 27, 2012

What is Voicemail Surfing? Voicemail Surfing is using documented, built-in features of the different voicemail systems to get directly to the person you need to speak with, avoiding receptionists, administrative assistants, and others that we call "gatekeepers".

This article discusses the techniques, tips, tricks and specific commands for different voicemail systems that will allow you complete access to anyone you are looking for at a specific company.

• Why Recruiters Will Be at the Heart of Our Corporate Future

by Adrian Kinnersley
Mar 5, 2013

Recruitment can mean different things to different people. There are a plethora of different business models within the staffing industry, so I thought it might be a good idea to define what I believe good recruitment is. This will perhaps put into context why I don't believe that LinkedIn - or for that matter any other web-based product - can ever replace the service we provide. I expect this will be particularly helpful for those who seem to feel that they are qualified to comment on the impending death of our industry without having ever having been a recruiter, or in some cases ever having recruited a person themselves....

• Are Corporate Recruiters Capable of Hiring Top Passive Candidates?

by Lou Adler
Oct 21, 2010

In my mind, there are four types of corporate recruiting styles. These are shown below. In fact, I'll contend (and attempt to prove in this article) that this style directly impacts the quality of people brought into an organization. If quality of hire matters, recruiting leaders need to take this "recruiting style" issue into account as they build and develop their recruiting teams....

• Recruiting Passive Candidates - How to Get Top-notch Referrals

by Lou Adler
Jul 29, 2010

Without question, having a large LinkedIn network is a competitive advantage for any recruiter working on hard-to-fill positions and hard-to-find candidates. This advantage is lessened dramatically with LinkedIn Recruiter, since it includes complete visibility to the 70mm+ people in their network. Since this full-visibility product is off-limits to TPRs, it levels the playing field somewhat for corporate recruiters. But this is not as significant a disadvantage as it would seem to those of us who have to find top candidates the old-fashioned way - networking. Getting pre-qualified referrals from people who will call you back is the real secret of recruiting passive candidates...

• Recruiting Passive Candidates in Tough Economic Times

by Lou Adler
Jul 18, 2008

Consider this as a basic truth: in tough economic times every job looks better, especially the one you already have. This would imply that during recessions there are fewer good people actively looking and it's tougher to get the best passive consider to even discuss your career opportunity. If this is the case, one could conclude that the bulk of the people who are looking during economic downturns tend to be those who are unemployed or marginally employed. Since this group does not represent the best-of-the-best, you'll need to rethink your entire sourcing strategy to make sure it's targeting the people you want to hire...

• Are Passive Candidates Becoming More Passive?

by Lou Adler
Apr 29, 2005

John Sullivan's great article on innovative sourcing ideas should be read by everyone in recruiting. The essence: You need to be super creative to reach out to the best candidates - who by and large all are passive. This requires a shift in resources, from waiting for people to apply to reaching out and getting them interested. The implications of this shift in sourcing are huge. Systems and processes designed for hiring active candidates will not work too well for hiring passive candidates. Since they don't work too well now, imagine what will happen when they work even less well. This affects ATS design, interviewing and assessment systems, recruitment advertising, the application process, and the selection and use of job boards, as well as the role of the recruiter, hiring manager, and everyone else on the interviewing team. Passive candidate name-generating methods will increase in importance...

• Can't Find People? Try Name-Generation Firms To Solve Your Sourcing Problems

by Dr. John Sullivan
Jul 19, 2004

Any recruiter worth his or her salt knows that there are three essential elements to recruiting: 1) sourcing or finding names, 2) assessment, and 3) selling the candidate. Most corporate recruiters are weakest at the first stage, which is finding the names and contact information of the ideal candidate (the working professional that has the same job title as your open requisition). Fortunately, there is an easy solution to this candidate identification problem that, for some reason, 75% of the corporate recruiters and 98% of the managers I have worked with have never heard of. It's puzzling to me that they don't utilize it, because this solution to finding and targeting candidates is quick, relatively inexpensive, and essentially ends the candidate identification problem...