Job boards are a volume channel, not a quality channel — they're excellent for high-turnover roles and terrible for specialised or senior mandates. Recruiters who rely on them exclusively for every role end up competing on speed rather than fit.
Build a "passive candidate" habit, not a one-off search
The strongest candidates for a hard-to-fill role are often already employed and not actively looking. Sourcing them requires ongoing relationship-building, not a single outreach message tied to one open role.
Mine your own network before searching cold
Former candidates who weren't selected for a past role, referrals from placed candidates, and alumni of companies known for strong training in a given function are all warmer starting points than a cold LinkedIn search.
- Re-engage strong runner-up candidates from past mandates before starting a fresh search
- Ask every successful placement for two relevant referrals within 30 days of joining
- Track which companies consistently produce strong candidates in your specialisation
Use niche communities, not just generic platforms
Discipline-specific communities — engineering forums, finance professional groups, regional alumni networks — often surface candidates who aren't visible on general platforms at all.
Recruiter on the FOGS network? These habits are part of what we cover in partner onboarding and ongoing training.