This is part three of our series. Here is part one and part two.

Ok, so after putting up great content, you’ve updated your search strings and saved searches using some of the points we gave you. Right?


Bueller?? Bueller??

Well, whether you have or not, here we are moving on to the third part of our series. When you’re putting together best practices, I know that there are a lot of times when lists can get out of control. But I promise that we are sticking to our four points because we believe that these are truly going to set you on the correct path to finding the cream of the crop when it comes to candidates for open opportunities that you’re filling.

Once we covered our team of Technical Recruiters’ first two priorities, we moved to the next. Innovation was the third most important thing to them, and why not? Finding new methods, finding new ways to source candidates, etc., these are all great ways to improve your ability to find top candidates. The team provided me with these points, when it comes time to innovate as a recruiter.

Part 3: Innovate your sourcing and methodology

1. Research sources

Have you been planning to do research on some sources that might help you find diversity in your candidates? Have you looked into local organizations and other sources that might be able to provide you with some fantastic options? Check in with your local chamber of commerce, websites like and more, to see what’s out there! 

Here at OST, we’ve been hosting several different User Group meetings in our offices, as a way of getting out in the community and building long-lasting relationships with our candidates and consultants.

2. Build relationships with more than just local colleges

Yes, it is very important to stay atop of the fantastic entry-level candidates that are coming out of local colleges and universities, but what about places to find junior level, mid-level, and even senior level?

What have you done to build a relationship with your local Military branches or Veterans Organizations? Make sure you are checking here; there are hundreds of fantastic candidates available who have just finished their military service, what better way to welcome them back than with a job opportunity? Here at OST, we’ve started working in partnership with a lot of local organizations for career prep, interview seminars, etc. to be a resource for the community as well!

3. Remember to think like a job seeker

Yes, this might seem either silly or obvious, but bear with me. Are you the recruiter staying in touch with candidates, not just who are in the active pipeline, but who are just people you have in your network? It never hurts to send a text or an email, reach out to see how they’re doing, and remind them that you’ve gotten them some great roles and opportunities before.

Are you sharing helpful information with these candidates, whether they’re active or passively seeking new roles? Did your company just roll out a new website (hint, hint, or get published in an industry publication? Spread the good word! It never hurts to keep your candidates aware of your presence. As many recruiters (hopefully!) know, a prospective candidate might not be looking for work until things can change and the drop of a hat!

Now that we’re three deep into this conversation about best practices, I hope that you’ve started to compile a list of ideas and places that you want to add to your repertoire.

I know that I’ve said it before, but this is seriously a marathon and not a sprint, if you need to keep this list nearby, don’t worry… We’ve got an infographic coming at the end of the series! (Spoiler alert!)

We will see you next week for the next in our series!


What about you? Have you found a place to source new candidates or ways to innovate that I haven’t covered? Let us know in the comments below!