With Boolean searches, job boards, talent communities, and the various other tools that you use to find candidates, sourcing is no longer the time-consuming task it used to be in the ways that it used to be. Millions of candidates are sitting right before you with profiles filled with experiences, keywords and qualifications. What has become more difficult though, is parsing through all of the candidate data that’s available to you.

The majority of American adults use more than one social media platform and browsing candidates’ social profiles can quickly become a never-ending journey.

Let’s explore 4 key steps that you can use to determine:

  1. Where you should focus your time
  2. How to create an efficient, consistent approach to browsing and sourcing social profiles
  3. Which sites you should utilize
  4. The tactics that will make the initial vetting process smoother

1) Break down the role to understand how long your process should realistically take

How? Clarify the job market to see who might be available.

One of the most frustrating aspects of sourcing is that you can spend hours working diligently and still end up without an ideal list of qualified candidates. A good first step to take with any role is to begin by assessing the market to determine how hard this particular purple squirrel(s) will be to find.

In a previous interview with us Mike Wolford, Strategic Sourcing Manager for Hudson Recruiting, suggested these tips to get a better sense of how long the process will take. Knowing ahead of time how long the sourcing process should take will ease some of your frustrations and help you to regulate your time, some things to consider are:

  • Unemployment in this field
  • The number of candidates that fit your mold
  • Any other options that match your requirements and offer
  • The number of candidates who will likely responded with interest

This will take a bit of work up-front (and some predictions based on past roles), but it should give you a sense of how large your candidate pool is, where this pool will come from, and how difficult this role will be to fill. An additional benefit of taking the time to complete this list is that it will allow you to provide valuable stats to hiring managers and other key players in the process.

2) Create consistency in your process

How? Create a checklist when reviewing skills and qualifications.

The next important step for efficiently evaluating job candidates is to to develop a consistent process for reviewing candidates’ credentials. This is crucial, as it ensures that all candidates are given an equal playing field and are being assessed based on the same qualifications. To make your assessment as fair as possible, make a checklist.

This checklist will make it easier for you to compare your notes and quickly identify top talent. Remove bias, evaluate candidates faster and minimize your chances for mistakes. Sounds good, right?

You’ll likely need to identify things such as:

  1. Required credentials
  2. Educational requirements
  3. Necessary years of experience
  4. Location details, such as…
    • Is the candidate in the client’s city/area?
    • Is a relocation stipend in the client’s budget?
    • Has the candidate moved cities before?

NOTE: Quickly find the locations of a candidate’s past employment right inside their LinkedIn profile.


3) Form full candidate pictures from multiple social sites (but do it efficiently)

How? Start with qualifications and then jump to fit.

Since most candidates are likely to have a plethora of dated social media pages, articles, or related projects show up in your browser after googling them, it’s important to have a way of vetting them in an organized manner. The best place to start though is not with such a broad search, but using LinkedIn.

Assuming you found your potential candidate(s) on LinkedIn, you already have the first micro-steps under this tip covered. They have at least the listed requirements covered. Now you can click through their other social profiles to gain a quick, but full, picture of the candidates’ personalities.

Try using our free Chrome Extension to discover these alternative social profiles. It’s the fastest way to hit multiple social profiles in a short amount of time.



Maybe you found this candidate on a site other than LinkedIn, it’s probably habit by now, but it makes sense to head back to the Mothership (the LinkedIn Mothership, that is). Whether your client handed you a list of names they already like (wouldn’t that be nice) or you found a list of candidates on a message board or some smaller site, bring it back to world’s most populated professional networking site.

4) Segment candidates to speed up your process

How? Add potential candidates to clearly defined pipelines to make comparisons simple.

Evaluating individual candidates is pretty straightforward. Added difficulty and wasted time can show up when juggling multiple candidates, clients and requests at once. Structuring your recruiting process around finding and organizing your favorite qualified candidates. Segment your candidates and requests by creating candidate lists and defined pipelines. This segmentation will make parsing through hundreds (and maybe even more) candidate profiles a process of elimination, instead of an Easter Egg hunt.

As Elisabeth Grimes, Recruiting Leader at Etech, points out – continually sourcing and keeping track of new candidates is tremendously helpful to your recruiting efforts. The sourcing game never really sleeps though, so you’re always on the lookout for new talent. You’ll have to have a much more thoughtful approach to incorporating your segments, lists and pipelines into your process in a constant way.

Some lists to consider creating are:

  • Candidates who are ideal fits for the current opening
  • Candidates that may not have enough experience yet
  • Candidates that exceed the listed requirements and may be ideal for another role
  • Candidates that would need to be contacted for more information to fill their profiles

End on a high note

Evaluating candidates today is what finding contact information was years ago. As recruiting continues to evolve and the challenges of the role change, it’s important to keep updating and fine-tuning our recruitment processes. We hope that these tips help make your candidate evaluation process a little smoother, a little more simplified, and a whole lot faster.