At times, you may wonder why you're search results are not quite aligned with what you're looking for, even when you have entered all your criteria and role requirements. “Am I doing something wrong?”, one may ask.
This article will help you explore some possible search pitfalls, and the top sourcing tips based on our customers’ and own experiences.
Best Practices for Generating Better Results:
1. Find the Right Job Titles
Job titles are not required, however, adding focused titles does play a role in how the candidates are ranked and can help increase the accuracy of your search results.
Recommendation: Take a look at the “Analytics” to find out the Analytics of the candidates listed in your search result. Please refer to the following article for more information: How to Generate the Analytics Report of the Project After you Launched the Search
You could also add similar/relevant titles that appear. Doing some research on similar titles is always helpful since many candidates may call themselves something different from your organization. For example, if you’re looking for a software engineering manager you could also add “Manager, Software Engineering” and “Manager of Software Engineering”.
Moreover, you can choose if you want to search Current/Past titles and the Include/Exclude From Current Title filter to narrow down your search.
2. Leverage the advanced and hidden filters:
While you are setting up your filters in your sourcing tasks, there are some advanced filters that make your sourcing easy and specific. They're normally hidden under the general filters in a smaller font/color.
3. Leverage Analytics
What to Avoid:
a. Using too many mandatory skills
Mandatory skills are one of the most powerful filters. In most cases, the main reason you may not be getting the results you want is that there are too many mandatory skills listed.
Recommendation: Remove a few skills that aren’t “deal breakers” and focus on the most important skill(s) to ensure that it appears in a candidate's profile. After you run your new search, you can use the “Sort by Skill Relevance” filter to see candidates who match all of the skills.
"Preferred Skills" are nice-to-haves which will not impact the number of the candidate pool. When multiple skills are listed here, the candidate results are stack-ordered, ranked by how many of the skills they have.
b. Not looking at the "Analytics" while building a search.
So far, we have mentioned and reiterated the importance of "Analytics" before building or starting a search. The Analytics page is an analysis of the talent pool based on the job criteria we put in. We can use this analysis to check if we need to adjust our criteria, like excluding or including some keywords.
The AI Sourcing filters can be combined and applied in many different ways to successfully find candidates for an infinite number of roles - explore these different filter combinations and feature applications to optimize your search results and hone in on your ideal candidate persona!
Please reach out to your Customer Success Manager for more training on this topic.
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