The best recruiters understand that sourcing strategies must remain flexible for a constantly changing landscape of job candidates, job orders and firms.  Inflexible recruiting strategies can lead to unnecessarily lengthy candidate searches or worse – lost opportunities.  Below are a few questions recruiters should ask before creating their next recruiting strategy:

Who Is The Ideal Candidate?

The strategy used to recruit a new law school graduate maybe be significantly different than the one used to recruit a seasoned attorney for a high level position.  If a recruiter doesn’t know who the ideal candidate is then they run the risk of going down the wrong strategy path.

Does This Job Ad Attract The Right Job Candidate?

When creating job ads, recruiters need to make sure they are addressing the needs and wants of their ideal job candidate.  If a job ad is attracting a large volume of inappropriate resumes, then the job ad is failing to do its job.  When revisiting the job ad, the recruiter should ask, what will make the ideal job candidate respond to this ad?

Is This The Right Place To Look?

Searching for passive job candidates on a job board or a seasoned attorney on a website designed for recent law school graduates are both examples of looking for the right job candidate in the wrong place. Recruiters must make sure they are using the right search strategies if they plan to reach their ideal candidate with their job opportunity.