Hiring Solutions & Resources
Sourcing

How to source candidates on job boards and resume databases
Many smart-thinking and proactive recruiters search resumes online – because many candidates don't know you exist, and cons...

Find your next great hire on our 55 new international job boards
One of the first steps to finding the perfect candidate is publishing your job to the most relevant and popular sites for your t...

How to use Slack for recruiting
Slack is a cloud-based collaboration tool that gathers all of your team communication in one place. If you’re looking for creati...

How to source on Google+
The hottest trend in recruiting is social recruitment – using popular social networks, like LinkedIn, Facebook and Twitter to so...

How to source passive candidates
Passive sourcing is the act of finding and engaging potential candidates who are not actively looking for a new job opportunity....

How to personalize emails for passive candidates
Passive candidates represent a rich resource of talent especially in these times of the so-called "talent shortage". Use this gu...

17 effective candidate sourcing tools
Sourcing without effective sourcing tools is like scouring a jungle without equipment. Tough, experienced recruiters might still...

Back to basics: how to write a recruiting email
New sourcing tools, social media recruiting and employee referral programs make it easier to source interesting candidates than ...

How to start recruiting on Twitter
Can you build a good recruiting strategy in 140 character chunks? If you’re not already a Twitter user that may sound tricky. Bu...

How to use Snapchat for recruitment
Did you know you can use Snapchat for recruiting? Yes, yes, you can. This tutorial gives the basics of how to use Snapchat and o...

How to recruit on Facebook
Facebook is one of the most powerful tools you can have in your recruiting toolbox. Here, you'll learn everything you need to kn...

Introducing People Search
No matter how sophisticated and efficient your recruiting process is, the outcome can only be as good as your candidate pipeline...