A practical guide to sourcing

1. SOURCING GUIDE
A PRACTICAL GUIDE TO SOURCING
How to effectively
source candidates?
Messages that will
get you a response
from the candidate
FAVOURITE SOURCING
TOOLS FROM EXPERIENCED
RECRUITERS
WITH EXAMPLES OF
MESSAGES INSIDE
Created with support from:

2. INDEX
INTRODUCTION 3
WHAT IS​ SOURCING? 4
JOB ADVERTISEMENTS AS A PART OF A SOURCING STRATEGY 5
What’s the key to a successful job advertisement​? 5
Reaching candidates through job boards 6
How to choose an appropriate job board for your project​? 7
More examples 7
SUCCESSFUL COMMUNICATION WITH CANDIDATES - FIRST APPROACH 9
Step one - how to measure your effects 9
Step two - how to choose your communication platform 10
Step three - let’ start writing 1​1
More examples 14
SOURCE​RS’ FAVOURITE TOOLS 18
Sourcing​ platforms 18
Candidates’ search engines 19
Produ​ctivity and workflow 20
Other tools 21
YOUR APPROACH IS THE KEY​: ​HOW TO SOURCE CREATIVELY 23
Team sourcing 24
O​ffline sourcing 25
Catch a candidate in your own net ​- between EB and sourcing 25
SPONSORS’ PROFILES 26
JOIN POLAND SOURCING COMMUNITY GROUP! 31

3.
INTRODUCTION
Sourcing, which is an active searching of candidates, is a branch of recruitment in
Poland that has been developing for a longer time. In some companies sourcing
is a separate specialization, among others, it belongs to recruiters’ or HR
department employees’ duties.
Until recently, if Polish sourcers wanted to learn more about this subject, they had
to use international materials available only in English which didn’t always answer
the problems of Polish recruitment market.
In 2015 Poland ​Sourcing ​Community was created with a goal to support recruiters
in Poland. Nowadays it associates more than 1000 professionals who eagerly
share their knowledge.
In the summer of 2017, we organized a contest called ​Sourcing Summer​. The rules
were the following: during 8 weeks, the members of PSC shared their best
practices in 4 different categories. Their effort was rewarded by the sponsors from
the industry.
In this guide, you’ll find examples of job advertisements, messages, description of
tools and sourcing strategies shared by the recruiters from PSC.
Special thanks go to all of you! Your eagerness to share knowledge allows all of us
to improve recruitment standards in Poland.
Thanks (in the alphabetical order) go to:
Ekin Bayıldıran​, ​Dorota Czerniakowska​, ​Aga Deszczka​,
Dominika Domachowska​, ​Anna Filar​, ​Łukasz Korczyk​,
Mateusz Macha​, ​Maciej Mazurek​, ​Kasia Michalak​,
Karolina Sokołowska​, ​Karol Zaręba​, ​Bogusia Żukowska
Kasia Borowicz​,
Founder & Group Manager
Poland Sourcing Community
Kasia Michalak
English Translation
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4.
WHAT IS SOURCING?
The word “sourcing” was borrowed from specialists of strategic purchases - in this
industry, it related to sourcing the suppliers of specific products or services.
In recruitment branch, sourcing means, of course, looking for candidates mainly
by online activities. Depending on the organization, it might be defined as a
bigger or a smaller part of the recruitment services - the dispute about a specific
range of sourcing has been underway for ages and it’s hard to say it’s been solved.
Most of the recruiters agree that it includes active searching candidates online.
According to some people, it encompasses all the methods of acquiring
candidates (including those through applications), whereas others point out only
these methods where a recruiter contacts a candidate directly, often via
professional services or social media.
Yet, the sourcing process doesn’t have to end on candidates’ identification not
even on the initial contact. In many companies, sourcers are responsible for a
pre-selection of candidates (short job interviews). It has a significant impact
because establishing a closer contact with professionals from the industry can
create a potential source of candidates on its own (by recommendations), as well
as it can help to understand better the industry and distinctive features of
working on a specific position.
For the needs of this Guide, we’re going to define sourcing as:
all the activities which aim to identify professionals having the qualifications to
work on a specific position, convince them to take part in the recruitment
process and conduct a pre-screening.
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JOB ADVERTISEMENT AS A PART OF
SOURCING STRATEGY
In many companies, a recruitment process means mainly publishing job offers
both in the Internet and traditional media (newspapers, TV etc.). HR departments
often complain about the effectiveness of such job ads, whereas if written well
they can be a good source of candidates.
What makes a job advert effective?
Before we even decide how our job advert should look like, we should think about
where we want to publish it. Communication channel might have an enormous
influence on the tone of our message as it might determine its graphical layout.
Sourcers often choose specific Facebook groups as the place for job adverts.
Though it’s free it doesn’t always bring the expected results. It’s worth
remembering that the posts in the groups aren’t shown chronologically, but
depend on a members’ activity. That’s why it’s important to remember that the
content should be engaging.
A job advert written by Dominika can be a good example. Just pay attention to
the elements highlighted at the beginning (position, location, salary brackets and
the model of cooperation offered by a company) - which are actually the answers
to developers most frequently asked questions. The rest of the post presents
more job-related details but convinces candidates to have a look at the full advert
or a direct contact.
We often forget how important it is to leave your contact details for candidates,
even if they decide not to apply for this particular role. Such a trick lets candidates
contact recruiters for future recruitment processes or just to make sure they fulfill
the requirements.
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Translation:
PHP Developer
Wykop [the name of the company]
Poznań [city]
6000 - 8000 PLN net B2B / employment contract
Hey!
We’re looking for a great Developer who’s not green (we’re not looking for a super start,
but a medium - start is fine:) and willing to work with big data bases.
More details here:
If you have any questions, just ping me: ​dominika@beetalents.com or send me a PM here
on Facebook
When we decide to post job adverts on Facebook, we need to remember that
verifying them against terms and conditions is a must. If we can’t find such
information, it’s always better to ask the admin.
Of course, not all the recruiters can reveal salary brackets, but a well-written post
can still catch candidates’ attention.
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Reaching candidates through job boards
Job boards are worth considering both in the IT industry and outside it. That’s why
they were created and that’s why they’re popular among active candidates
(people actively looking for a job).
Some job boards undertake other actions which allow them to reach people who
aren’t necessarily interested in job adverts. Just to name a few, ​Monster Polska
and its Facebook promotional campaigns, ​bulldogjob.pl with a very active blog for
programmers or ​Jobile from GoldenLine, which informs chosen candidates about
new opportunities that match their expectations.
How to choose the appropriate job board for your project?
Both here and in other parts of this guide, we encourage you to follow the effects
of your activities. Of course, you can use other recruiters’ help who search similar
candidates, but it might happen that, for some reason what works for them won’t
work for you or, on the contrary, will turn out to be surprisingly effective.
Remember to measure not only the number of received CVs but mainly the
number of CVs which meet the requirements - in other words, applicable to the
next step of the recruitment process. Also, it’s worth following candidates who
applied during other stages of recruitment process via specific job boards. For
instance, if it turns out that we received many applications, but all of them need
to be rejected on the entry stages of the process, then it’s hard to talk about a big
return on investment.
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More examples
Example no. 1
Translation:
Backend Engineer
[San Francisco]
Jamb [the name of the company]
100 000 - 160 000 PLN USD gross/ year / employment contract
Hey!
A job with interesting projects and a free coffee…
Have you heard it too many times?
This time we’re looking for Backend Engineers willing to relocate to San Francisco and
work for startups backed up by FJ Labs (who have AirBnB, Uber or Alibaba in portfolio).
We provide healthcare package, relocation, and a visa.
If interested, please apply below:
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Example no. 2
Translation:
Senior Python Developer | Vocate.me | Poznań | 9000 - 15000 PLN B2B
Hey!
Vocate.me is a technological revolution of universities’ career bureau - a web app
available in the USA thanks to which choosing your career path is a piece of cake!
We’re growing fast and we’re not planning to stop!
We’re looking for an experienced Senior Full Stack Developer who’ll join our team and
will create and implement complete solutions.
Our tech stack: Python, Django, React
Details:
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SUCCESSFUL COMMUNICATION
WITH CANDIDATES -
FIRST​ ​APPROACH
Successful communication with candidates seems to be one of the biggest
challenges for recruiters. Contrary to what it seems, not only IT recruiters face this
issue. This problem concerns not only Polish market but is very common in the
Western countries. The saying “war for talents” reflects it very well.
The lack of universal solutions seems to be the biggest obstacle. Some say that
short messages work the best, others that longer messages have a higher
response rate. Some prefer LinkedIn InMails, others - emails. Definitely, there’s no
golden mean applicable to everyone, but below you can find a few good pieces of
advice and examples of successful messages.
Step one - how to measure your effects
The most important measurement relates to ​response rate​, an indicator which
shows the effectiveness of a message. It shouldn’t be a problem to assess it - you
just need to divide the number of responses by the number of messages sent and
multiply the result by 100%.
For example, if you receive 8 responses out of 10 messages sent, your response
rate is 80%. However, if it’s 8 out of 30 messages sent, then it will be only 26%.
Though in both cases the number of responses is the same, a recruiter’s situation
is much different. The first case means the messages are really effective, the
second one - that they’re not so successful. If you belong to the first group and
you need more candidates, it’s enough to send more messages. If you belong to
the second group though, you should think about a successful method of
communication first.
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Step two - how to choose your communication platform
If a candidate has a profile on a specific platform, it doesn’t mean they spend a lot
of time there. For instance, if you contact someone who uses LinkedIn twice a
month, you’ll have to wait a lot before you’ll receive an answer.
That’s why while looking for candidates it’s worth paying attention not only if they
have a profile on a specific platform, but also if they use it. When it comes to
LinkedIn, you can see users’ activity on their profile (above the “experience”
section):
Also, it’s worth remembering about adjusting the message to the communication
channel. On LinkedIn or similar business platforms you can go straight to the
point from the very beginning, but on other, less formal, social media it’s better to
make a contact before you mention a job opportunity. The following conversation
on Twitter is an interesting example of that:
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Step three - how to start writing
Though there’s no universal template of an effective message, there are some
common methods used by recruiters in order to make it better:
Personalization
A personalized message doesn’t always have to include a candidate’s name. It’s all
about convincing him/ her that we read their profile and we’re not sending a
spam message. You can find an interesting example below:
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Translation:
As a headhunter, I value helping others in professional development. Are you looking for
a job in an interesting project or you’d like to change the environment? I invite you to my
contacts. I send my greetings as a fan of Eluivette, Zelazny (though I prefer fantasy than
SF) and D&D board game.
Most people wouldn’t know what the sender is relating to. However, the receiver
knew exactly as he was a fan of a board game which he mentioned on his profile.
The message above was sent as an invitation on LinkedIn. Here’s what happened
next:
Translation:
I have an interesting opportunity for DevOps in Katowice. Would you consider changing
a job? It’s a medium company (developers’ teams are in Poland, Germany, and the
operational team in on Malta). I’m looking for people not only because of their skills but
also - interests. There’s a bookcase filled with board games and Carcassonne is a
company’s favorite. Working there is really cool. I can send the details if you’re interested.
Have a great day!
Apparently, it was enough - the author not only received the response but also is
in touch with this candidate. It only means that you don’t have to give all the job
details in the first message.
Mateusz promptly noticed that a fully described profile helps to write a
personalized message. The reality is a bit different though - more often profiles
lack a lot of information or they’re completely empty.
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How to convince a candidate that they’re not one of many to whom we write?
● Try to include a person’s name (“Hello Jane” or “Good Morning Patrick”)
● Relate to a company where a candidate works, (eg. “I don’t know if my
opportunity will be better than your current job in Luxoft, but I thought it’s
worth trying”)
A bit of humor never hurts
Though many recruiters have a very serious approach to their job, it’s worth trying
to “play” when you contact a candidate for the first time. You can find a great
example below - it’s a proof that humor helps to build a relationship with a
candidate.
A candidate not only replied to this message but pointed out the last part exactly.
Why? Because the joke related to statistics, a candidate’s industry. Such a humor
proves that a recruiter read carefully job-related details on a candidate’s profile.
Be careful about the jokes which might be boring for candidates. If you’re not an
expert in the industry you recruit for, it’s better to ask someone who knows the
subject (a colleague from such a department).
(Not) so formal style
Recently, during Social Recruiting Days, Sergej Zimpel presented the analysis of
recruitment messages. It showed that though an informal style of a message
doesn’t always mean receiving an answer, it’s far more effective. Of course, a lot
depends on the industry, position, and language which we use when contacting a
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candidate. In case of doubts, it’s worth looking at a candidate’s style of writing on
their profile.
Relational, not transactional approach
Recruiting messages are a kind of ultimatum. A person can reply positively and
“win” a participation in a recruitment process or refuse to reply and squander
their chances. Remember that sourcing is about contacting passive candidates.
From their perspective staying in a current company is a safe option and a
recruitment process is always a risk.
That’s why convincing a potential candidate to a recruitment process takes time.
Remember, that receiving an answer and scheduling a call, not selling the role, is
the goal of approaching a candidate
More examples
Example no. 1
Message sent on LinkedIn.
A candidate wrote on the profile that he’s not interested in relocation to Poland.
Below you’ll find his response.
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Example no . 2
The message was sent on LinkedIn.
Below you can find a candidate’s answer
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Translation:
Hi Maciej,
nice to meet you. I hope that you have a great Tuesday.
I must admit that I’m impressed by your profile. You have recently graduated but already
during the studies you have gained commercial experience, you even worked for the
company from the USA. I’m curious if you had the opportunity to visit the office in
America.
Maciej, from your profile I can see that you have been working as a Team Leader for two
years that’s why I would like to invite you to join Beta District as a Team Lead Engineer.
Shortly about the company - they create advanced technologically and security solutions
for Bitcoin payments and gambling platform. As a Team Leader, you will be in charge of
leading the Full-Stack Developer’s team who work in Poznan or remotely.
Stack: RoR, GoLang, Javascript, partly Java
Salary: SALARY PLN net B2B
City: Poznań or remotely
Maciej, I’m curious what do you think about my offer and are you free for a short call e.g.
tomorrow at 3 PM to talk about it?
Have a nice day,
Hi Dominika,
first of all, I would like to express my recognition about your work and actually reviewing
my profile and message addressed directly only to my, not to 20 other candidates :) I
have rarely time to reply to offers, but not writing back to you would be an expression of
disrespect for your time.
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Example no. 3
The subject is untypical as it concerns cybersecurity. The message was supposed
to resemble one of the most popular way of breaking security and reaching
sensitive data - “phishing”.
Report about the shipment - 19021
Dear,
Your shipment awaits you in the HQ of Central Bank BZWBK in Wrocław, Rynek 9/11. Click
the link below to confirm the consignment.
http://tnij.at/158124
Have a safe…. Weekend
P.S.
We’d be pleased to meet and talk about the best practises in Cyber Security area.
We hope to see you soon!
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Translation:
Dear Karol,
Usually I don’t open links containing shortcuts. I managed, however, to see what’s hiding
behind this link before I clicked it.
Thank you for contacting me and for sending this opportunity. I must admit it’s the first
time I see a phishing message with a job opportunity!
I’ll read the details and send you my CV during weekend.
Kinds regards,
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Example no. 4
A message sent to a candidate working in a recruitment industry.
I’m curious if you’d be prone to answer it:)
Hi Kasia,
hope that my message will be a pleasant change, as usually that's you who stand on this
side which I currently am :)
My name is Maciek and I'm a part of Bee Talents team. We are also doing recruitment in
IT and are currently seeking a Tech Recruiter who would like to join our team. I said we,
not I because I meant Kasia Michalak's Team.
I used to work in a classic Recruitment Agency and I know particularly well how such job
looks like. When I came to Bee Talents two years ago I set myself a goal that we will prove
that recruitment can be done in a different way. With no targets, no candidates thefts, no
sales, taking care both of candidate experience and client's brand, revealing salary
ranges and maintaining full transparency. The last one includes both offers and what is
happening in Bee Talents.
The simple fact that our salary isn't dependent of personal or team results but consist of
salary base and revenue percentage proves that we're focused on teamwork and
competency exchange instead of competition.
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I also think that it would be interesting for you to be able to use your great English skills,
the most of our clients are from western countries, part of them build their teams in
Poland and part of them in their country of origin.
What is more, we have a fully flexible work-time (i.e. we work max 40 hours per week but
whenever you want) and unlimited remote work with computer provided by company. I
believe it's quite important from the point of view of young mother :)
Kasia, this message is already too long! Let me know if it sounds interesting and if so,
maybe we can schedule a short (15-20 minutes) call today or tomorrow?
Time to try on your own
Remember to be easy-going when sending messages. There’s nothing wrong
that you try to contact them. If, however, a candidate won’t be interested - say
“Thanks for letting me know and sorry for bothering you.”
With time you’ll create your own style which will distinguish you from other
recruiters. Good luck!
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SOURCERS’ FAVOURITE TOOLS
Sourcing is a really interesting domain: it requires not only interpersonal skills but
also an understanding of some technical issues. The most effective sources use
many different tools. For the need of this Guide, we divided them into following
categories: sourcing platforms, candidates’ search engines, tools that enhance
your productivity and organize your work and the other tools for sourcers.
Sourcing platforms
Social Talents is going to publish soon the results of their survey which will help to
understand the methods of the best recruiters. One of the key factors they point
out is that the most effective recruiters don’t use only one sourcing platform.
Thanks to that they have access to a much bigger array of candidates and they
know which sourcers match better their recruitment processes.
GoldenLine
GoldenLine is the most popular recruitment platform in Poland (it’s a Polish
counterpart of LinkedIn). For employers, it offers an access to “Candidates’ Search
Engine”, a recruitment service called Jobile and the possibility of publishing job
offers. For candidates, it’s also useful. It contains job offers, opinions about
employers and it allows to create a professional profile. It’s been on the market for
12 years and is still growing. It has more than 2,5 users and only in 2017 more than
200 000 new users joined GoldenLine. As a sourcing platform, it helps to search
candidates and contact them via platform’s messenger.
LinkedIn
LinkedIn is well-known to recruiters who work on international projects. In
Poland, the number of active profiles is comparable to these on GoldenLine. Its
users live mainly in big cities and work in international companies. LinkedIn is the
most popular source of a candidate which means that they receive the highest
number of messages. It’s a challenge to get noticed among dozens of other
recruiters on this platform...
Facebook
Though not everyone will dare to use Facebook to communicate with candidates,
it’s worth remembering it can help to identify them. It’s definitely the most
popular social platform in the world and ​its users spend here about one hour per
day​. It’s particularly useful in small cities and among candidates who don’t use
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professional networking platforms (for example some students, temporary
workers or catering industry workers). Also, it helps to reach people who speak
foreign languages.
Crossweb
It’s not a typical sourcing platform. You won’t find here specific candidates.
Instead, it offers a list of IT-related events (meetups and conferences) in different
cities. You just need to choose the criteria that interest you …. and voila! The real
challenge starts here - in order to meet potential candidates you need to attend
such an event. You can also use the information about the meeting to look up for
a list of potential attendees.
Candidates’ search engines
Their role is to search various professional and social platforms and to present a
candidate’s aggregated profile which usually includes contact details, e-mail
address or even a telephone number. There’re various tools suitable for different
industries, so if you’re looking for the best candidates’ search engine, don’t forget
to try the following ones and then choose the most suitable for you:
TalentBin od MonsterPolska
Amazing Hiring
Hiretual
Aevy
Productivity and workflow
Sourcing is, above all, a very time-consuming work. That’s why recruiters looking
for candidates often use tools which help them to increase their productivity and
save time.
Calendly
Have you ever called a candidate at an inconvenient time for them? Or maybe it
takes ages for you to schedule a call? If yes, then Calendly might be a solution for
you! You just need to synchronize it with your calendar ((Outlook, Google or
iCalendar) and candidates will be able to choose a slot suitable for them. After
booking, the specific slot is automatically blocked in your calendar (and, therefore,
unavailable for other candidates to pick) and a candidate will receive a
confirmation which you can personalize.
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Tab suspender
When you search candidates, it’s nothing new that you have many tabs opened
as you need to cross-check candidates on many platforms to have a bigger
picture. Maybe you don’t realize that many opened tabs can slow down your
browser. That’s why it’s worth using Tab suspender - it allows to “freeze” unused
tabs without the necessity of closing them.
Kanban Flow
Being a sourcer means having the capacity to embrace chaos. In order to do this,
recruiters use various tools (though, surprisingly a lot of them use a piece of paper
and a pen). One of them is worth taking a closer look at - Kanban Flow. For a
moderate price, it allows an integration with Dropbox, Google Drive and creating
basic reports. There’s also a free version. If you’re looking for other similar
solutions, you can have a look at Trello, Asana or Google Keep.
Streak CRM
It will change the way you use Gmail. It allows organizing emails, to follow sent
messages, to notify you when the recipient opens your message and to easily use
templates. If this sounds interesting, check out what Streak can do for you. Each
new user is invited to join a short webinar which will help them to discover
amazing functions of this tool.
Other tools
Before you jump into looking through long lists of various tools, think: What daily
tasks take the most of your time? Which activities you’d like to simplify? There’re
many databases of useful sourcing tools. Below, you’ll find the ones that Poland
Sourcing Community found the most interesting.
Textio
Have you ever asked your colleague from work to help you write a job advert? This
is what Textio does. It analyses the language used in the advert and submits
objections if some of your words could discourage some candidates from
applying. It’s in English and the upgraded version costs a bit, but it’s definitely
taking a closer look at.
Grammarly
This tool is very simple yet useful - it checks English grammar, shows the mistakes
and suggests corrections. Easy, isn’t it? Yet, it can be really helpful and it’s enough
if you install it in your browser.
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Rapportive
Until some time ago this tool was very popular among recruiters, but its future is
uncertain since LinkedIn bought it. Still, it’s worth trying this and similar tools.
Rapportive gives you data of the senders inside your email box. Additionally, it’s
functionality allows you to check whether an email that you found is correct. You
just need to put in the “addressee” box and check if the profile suggested by
Rapportive belongs to a person whom you want to contact.
Bitly
It’s a tool allowing you to shorten links. It was created with Twitter users in mind
where messages are limited to 140 signs (now to 280). Though Twitter is not very
popular in Poland, Bitly is really useful. First of all, it follows the clicks on the link
which allows you to compare the effectiveness of different platforms not only for
views but also for clicks. Secondly, it allows editing the link so it might look better
when you send it to candidates.
Remove duplicates
It’s an add-on to Google Docs (Sheets). If your team uses Google’s solutions, you’re
going to like it. Here’re some examples from Karolina about how to use it.
Remove duplicates is worth using in the following cases:
1. When you work in a team on a shared project, various people add
candidates’ data to sheets and you don’t want to risk that someone from
the list will receive the same messages.
2. When you come back to your database for a few months and you add a
new database.
3. When you want to quickly cross-check your database against your client’s
one. In a couple of minutes, you can find doubled data and delete them.
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YOUR APPROACH IS THE KEY - HOW
TO SOURCE CREATIVELY
Sourcing is a difficult task. It happens that plan A, plan B and not even plan C
bring the expected results. That’s why persistence and creativity are sourcers’
most crucial characteristics.
It doesn’t mean that creating a sourcing process in a wrong idea. It should,
however, include some (un)predictable circumstances as, for example, a small
number of the results or lack of answers from candidates. Below, you’ll find
interesting examples of sourcing actions worth using when a standard process
fails.
Team sourcing
It’s a term coined by Bee Talents recruiters and it means writing messages
together. Dominika describes it as:
The person responsible for the recruitment prepares a list of pre-selected
candidates and then writes messages with a whole team. Thanks to that we
can send more messages that one person could do. Also, we manage to
maintain a high quality of messages as each of them is different and
personalized because they’re written by different recruiters.
You can do the same when it comes to sourcing candidates. Good preparation is
the key - then you’ll be the most effective and you’ll be able to generate the
biggest amounts of results whether it means sent messages or found profiles.
Working in group allows to leave the routine and focus on a creative approach to
solving problems. Try inviting your team to teamsourcing and just wait for results!
Searching untypical places on the Internet
From time to time it’s worth leaving your well-known grounds and go to
candidates’ favorite platforms. Most of the time, these are not recruiting ones ;)
Example no. 1 - Wykop.pl
Imagine a situation that you’re looking for a great developer… and you’re not the
only one! You’re thinking about searching a new place. That’s exactly what Aga
did when working on another recruitment project for a big IT company. She
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decided to use wykop.pl (a Polish equivalent of Reddit), where she found a
discussion about various roles in programming.
Usually, contests’ participants perform well during interviews, so it was clear for
Aga that people participating in this discussion might be good candidates.
Google or Github can be used to identify people’s nicknames. There’s no
guarantee that this method will work in 100%, but a vast majority of persons use
one nickname on many social portals and groups, and thus, it’s easier to contact
them. The information you get about the candidate from their input into the
discussion is perfect for creating a personalized message.
Example no. 2 - Startup Lists
In some industries, a creative approach to sourcing is in higher demand. If you’ve
ever recruited for a startup you what challenge it can be. Quite often people
who’ve already worked in startups are the ones most wanted.
Kasia was recruiting for Paris startups for some time and she decided to do a
proper mapping. She used the list of local startups to identify the companies from
the domain that interested her. That’s just a few steps from finding great
candidates. It’s enough to check the people on LinkedIn or Facebook. You can
find them even if keywords on their profiles don’t reflect the role you recruit for.
Offline sourcing
Being a sourcer means spending a lot of time in front of your laptop. Sometimes
it’s worth, however, to turn it off and do sourcing in the real world. It might mean
attending a meetup or identify other places where you could meet the
professionals from the industry. This example comes from Berlin. Recruiters from
one agency looked for Salespeople who knew the newest retail strategies. There
were supposed to be people who had a huge knowledge about smartphones,
laptops, and tablets as well as having interpersonal skills which are difficult to
assess while looking on LinkedIn.
Recruiters decided to leave the office and visit… the stores with similar equipment.
They pretended to be interested in buying a smartphone and if a salesman was
able to convince a recruiter to buy a more expensive model they received a
business card and an invitation to take part in the recruitment process. In just four
hours the team was able to find a few interesting candidates, one of whom was
finally hired.
26

28.
Catch a candidate in your own net - between EB and sourcing
Of course, you can try to organize your own meetup or to become a sponsor of an
already existing one. Maciej shared an interesting example with us. While
sourcing for candidates to work at an interactive agency he thought students
would fit the role. Therefore, he invited Interactive Applications Student Research
Group (Akademickim Kołem Aplikacji Interaktywnych) for cooperation. This is how
Maciej described the whole action:
It wasn’t enough to just tell people we’re hiring during a speech. We came
up with an idea - we printed paper pizzas (30cms ) divided into 8 slices. Each
slice contained one role we were hiring for ( Front-End, Back-End, PM etc.).
The name of the role was on the upper side and the details at the other side
where candidates could also write their name, surname, and a phone
number. We handed over these pizzas to the audience and told them that
each person invited for an interview will get a coupon for a free pizza (we
just bought the vouchers from Pizza Hut).
It turned out that he managed to hire 5 people while investing only 200 PLN.
Such undertakings take a lot of time and investment, but if managed
appropriately, they help to improve positively employer brand of the company.
That’s why if you’re looking for many similar candidates don’t forget to talk to a
Brand Manager. However, if there’s no such person in your company and you
have interesting ideas maybe it’s worth talking to a person responsible for the
recruitment budget.
27

29.
SUMMARY
If you’re here, then it means we did a long journey together. Recruiter’s work is
demanding and it doesn’t start and finish on searching candidates.
Though there are many challenges, they’re the exact reason why working in
recruitment is so interesting. For agency recruiters, it’s a chance to dive into
industry-related topics. For internal recruiters, it’s a great insight into actions of a
company they represent.
Thanks to such an initiative we have an opportunity not only to improve the
standards of our own work but also, to influence how recruiters are being
perceived by candidates and so-called “business” - that is people inside the
companies we support.
In times when a lot is being said about replacing employees by robots, it’s worth
giving recruitment a human touch - therefore, we’d like to thank you all for this
mutual undertaking :)
Who knows, maybe we will meet during next year’s sourcing summer?
28

30. MONSTER POLUJE
NA NAJWIĘKSZE
TALENTY
Monster w liczbach
Profil kandydatów:
21 tys.
ofert pracy
na stronie
600 tys.
wizyt na stronie
miesięcznie
412 tys.
unikalnych żytkowników
miesięcznie
MonsterPolska.pl
to internetowy serwis pracy
o międzynarodowym zasięgu.
54 wiodące portale
52 kraje na całym świecie
18 lat obecności w Polsce
15%
11%
9%
8%
8%
7%
5%
5%
4%
4%
Sprzedaż
Administracja
Finanse
Logistyka
Produkcja
IT
Obsługa klienta
Budownictwo
Inżynieria
HR
Materiał informacyjny, styczeń 2017

32. Dlaczego
Bulldogjob?
Jesteśmy tylko dla IT.
Na tym się znamy.
To portal
najlepszych pracodawców IT.
Udostępniamy narzędzia
do prezentowania się
technicznie.
Oszczędzamy czas.
Oferty pracy odpowiadają
na pytania kandydatów,
zadawane na interview.
Otagowane profile.
Opieramy się
na wartościowych treściach.
Skupiamy uwagę ludzi IT (blog, opinie o interview,
przetestuj się, artykuły pracodawców).
Bulldogjob to platforma do realizacji kampanii employer brandingowej dla pracodawców IT.
Narzędzia Bulldogjob ułatwiają prezentowanie się Pracodawcy w sposób techniczny.
Eksperci Bulldogjob mentorują, doradzają i pomagają trafiać z informacją pracodawcy
do swoich potencjalnych pracowników.
Na bulldogjob.pl firmy pokazują, co ważnego się u nich dzieje, jakich technologii używają,
a przede wszystkim mogą pochwalić się swoimi projektowymi sukcesami.
Tym samym przyciągnąć uwagę tych najlepszych, dla których rozwój jest istotny.
Wszytko to po to, aby projekty rekrutacyjne były skuteczne.
Bulldogjob to 65 tyś unikalnych użytkowników z obszaru IT,
połowa z nich wraca na portal kilka razy w miesiącu.
Ta liczba ciągle rośnie. bulldogjob.pl
BULLDOGJOB
THE SPACE FOR IT PEOPLE.

33. AmazingHiring search engine delivers precise and exhaustive search that surfaces 30% more qualified
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Consolidated profile: a new resume
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