Candidate Sourcing without using LinkedIn [Full Guide, LinkedIn Alternatives]

The war for recruiting talented candidates is real, and the competition is only getting fiercer. To find the best talent, you need to seek it out proactively. This is called candidate sourcing.
Indeed, even the best recruitment agencies have a limit to the number of candidates they can present to you.
To supplement your candidate pipeline and give yourself an edge over the competition, it’s important to learn how to source candidates yourself.
This guide will teach you everything you need to know about candidate sourcing, from the basics of Boolean search strings to the more advanced techniques used by top recruiters.
You will also find LinkedIn alternatives and the best tips and tricks for forming a candidate pool. By the end of this guide, you will be a candidate sourcing pro and have all the skills you need to find the best talent for your open positions.
Let’s get started!

Define Your Goals For Candidate Sourcing

The primary goal of candidate sourcing is to create a pipeline of qualified candidates in advance of an actual opening. This way, when a role does come up, you already have a pool of people to reach out to.
Growth and scaling are inevitable for any successful business. You need to hire more people to support the growth as your company expands. To avoid the last-minute scramble to fill an open position, it’s essential to always be sourcing candidates.
Even if you don’t have any immediate openings, candidate sourcing is a valuable way to build relationships with potential future employees. By staying in touch with talented individuals, you can make sure that your company is top of mind when they are ready to make a move.
There are two main goals of candidate sourcing:
⦁ To create a pipeline of qualified candidates in advance of an actual opening
⦁ To build relationships with potential future employees
To be successful in candidate sourcing, you need to have a clear understanding of what you are trying to achieve. Once you know your goals, you can put together a plan to make them happen.

Talent Pool Vs. Talent Pipeline

The difference between a talent pool and a taken pipeline is like a swimming pool and a water slide.
⦁ A talent pool is a group of people with the potential to be hired for a role. You can dip into a static group when you have an opening.
⦁ A talent pipeline is a group of people who are interested in your company and are actively being cultivated as potential candidates. It’s a dynamic group that you are constantly working to engage and nurture.
The goal of candidate sourcing is to fill your talent pipeline with qualified candidates so that you already have a pool of people to reach out to when a role comes up.

10 Strategies To Source Candidates Other Than LinkedIn

Talent pros rely on a number of avenues to find candidates, not just LinkedIn. It can help you get a lot done without breaking a sweat if you know where to look. Though LinkedIn is famous for professional networking, it is not the only place where you can find potential candidates.

Let us show you strategies and a few other places that can be great for candidate sourcing.

1 Use Boolean Search Strings To Find Candidates On Google

One of the simplest and most effective ways to find candidates is to use Boolean search strings on Google. Boolean search is a type of advanced search that allows you to narrow down your search results by using specific keywords and operators.
For example, if you want to find software engineers in New York, you could use the following Boolean search string:

“software engineer” AND “New York”

This search would return results for software engineers who live in or near New York. You can also use Boolean search to find candidates on specific websites, like LinkedIn or Indeed.
To do this, you need to add the site’s URL to your search string. For example, if you wanted to find software engineers on LinkedIn, you could use the following search string:

“software engineer” site:linkedin.com

This would return results for software engineers who have LinkedIn profiles. You can also use Boolean search to find candidates with specific skills or experience, like Java development or customer service.

2 Use Indeed’s Advanced Search Filters

Indeed is one of the most popular job boards, with millions of job listings posted every month. While Indeed can be a great place to find candidates, sifting through the results can be time-consuming.
Take advantage of Indeed’s advanced search filters to make your search more efficient. These filters allow you to narrow down your results by location, job title, and other criteria. Remember, Indeed is a two-way marketplace where individuals can upload their resumes; jobs from other boards will also be populated here, while you can also directly post jobs.

3 Try Social Media To Find Candidates

Social media is a great way to connect with potential candidates. You can use social media to build relationships, share job openings, and promote your employer’s brand. Social presence is a key element when using social media for candidate sourcing.

The first step is ensuring your company has a strong social media presence. If you don’t have much social media presence, start by building up your profiles on the most popular platforms, like Twitter and Facebook.
Once you have a strong social media presence, you can start using social media to find candidates. A great way to find candidates is to use hashtags. For example, if you’re looking for software engineers, you could search for the hashtag #softwaredeveloper on Twitter.

4 Career Builder

Think CareerBuilder is just a job board? Think again. CareerBuilder is one of the largest job boards in the world! With millions of jobs posted monthly, CareerBuilder is a great place to find candidates.
Many people don’t know that CareerBuilder also has a powerful resume database. The CareerBuilder resume database gives you access to millions of resumes, which you can search by keyword, location, and other criteria.
If you find a candidate interested, you can contact them directly through the CareerBuilder resume database. Remember, when using the CareerBuilder resume database, you’ll need to purchase a subscription.

5 JobCase

Think of it as a veteran of online recruitment. JobCase is a website where you can access millions of resumes and job postings and connect with candidates through the site’s internal messaging system.
With JobCase, you can post job openings, search for candidates, and contact them directly through the site. You can also use JobCase to promote your employer’s brand and connect with potential candidates on social media. So if you’re looking for a comprehensive online recruitment solution, JobCase is worth checking out.

6 Kaggle

Kaggle hosts data science and machine learning competitions. While you may not think of Kaggle as a place to find candidates, it can be a great talent source for data-driven companies.
That’s because Kaggle is full of talented data scientists and machine learning experts who are always looking for new challenges. So if you’re looking for data-savvy candidates, Kaggle is an excellent place to start your search.
Kaggle can also be a great way to assess a candidate’s skills. Rather than simply looking at a candidate’s resume, you can see how they perform on actual data science and machine learning tasks. This can give you a better sense of a candidate’s skills and abilities.

7 Muck Rack

Muck Rack connects journalists with PR professionals. While Muck Rack is primarily a tool for public relations, it can also be used for recruiting. Its search features allow you to find candidates with specific skills and experience. You can also use Muck Rack to connect with candidates on social media.
If you’re looking for qualified candidates with a journalism or public relations background, Muck Rack is a great place to start your search. Moreover, rather than simply looking at a candidate’s resume, you can see how they perform on actual writing tasks. This can give you a better sense of a candidate’s skills and abilities.

8 Stage32

Have you ever wished you could find candidates who are passionate about the same things as you? Well, with Stage32, you can. It’s a social media platform for creative professionals, such as actors, directors, and producers.
They are leveling the global entertainment industry playing field with a community of 800,000+.
On Stage32, you can search for candidates by location, industry, and experience level. You can also use the site to connect with candidates on social media. So if you’re looking for creative candidates, Stage32 is a great place to start your search.

9 Gear On Employee Referrals

Do you know someone who knows someone who would be perfect for the job? If so, ask them to refer the candidate to you. Employee referrals can be a great way to find high-quality candidates.
In fact, according to Nielsen’s Trust Advertising campaign, 84% of respondents said that employee referrals are their most trusted source of information when considering a new job.
If you want to encourage your employees to refer candidates, consider implementing an employee referral program. These programs typically offer employees a cash bonus or other incentive for referring a candidate who is ultimately hired.

10 Use a Recruiting Firm

If you’re having trouble finding candidates on your own, you may want to consider working with a recruiting firm. Recruiting firms specialize in sourcing and vetting candidates for specific industries and roles.
When you work with a recruiting firm, they handle all the legwork, from sourcing candidates to conducting interviews. This can free up your time to focus on other aspects of the hiring process.
If you decide to work with a recruiting firm, do your research to find a reputable and experienced firm that specializes in your industry.

7 Steps For Recruitment Of Top Talent

Here are the seven steps for recruitment of top talent and getting ahead of your cutthroat competition: 

⦁ Define What You Need

The first step is to take a step back and consider your business needs. You might need someone with a specific skill set or who can fill a particular role. Once you know what you need, you can start to look for candidates.

⦁ Look In The Right Places.

There are a number of different places to look for candidates. You can search online job boards, social media, and even your network of contacts. Once you know where to look, you can start your search for candidates.

⦁ Use The Right Sourcing Channels.

Once you know where to look, you must use the right sourcing channels. You can use online job boards, social media, and even your network of contacts. Once you know where to look, you can start your search for candidates.

⦁ Create A Strong Job Posting

When you’re ready to start your search, you need to create a strong job posting. Your job posting should be clear and concise. It should also include all the necessary information about the position.

⦁ Screen Candidates

After you’ve received applications, you need to screen candidates. This is the process of reviewing applications and ensuring that candidates meet the minimum qualifications for the position.

⦁ Make An Offer

After you’ve interviewed candidates, you need to make an offer. This is the process of extending a job offer to a candidate. When you make an offer, you should include information about salary and benefits.

Bonus: Innovations In Recruitment

If you want to stay ahead of the competition, you need to be innovative in your recruitment efforts. Here are a few ideas to get you started:

⦁ Use AI tools to source candidates from databases

There are a number of AI tools that can help you source candidates from databases. These tools can help you find candidates who meet your specific criteria.

⦁ Rediscover previous candidates in your ATS

If you’ve been using an applicant tracking system (ATS), you likely have a database of previous candidates. You can use this database to find candidates who might be a good fit for your open positions.

⦁ Refresh Your Old Resumes

: If you have a database of old resumes, you can use them to find candidates for your open positions. You can also use these resumes to find contact information for candidates.

A Quick Overview Of Forming Candidate Pool

What’s your worst nightmare as a recruiter? Forgetting to form a candidate pool, of course. If you don’t have a group of qualified candidates to reach out to when a new position opens up, you’re going to have a bad time.

Luckily, forming a candidate pool is easy – if you know how. Think of it like a funnel, and here’s a quick guide to help you get started! Firstly, let’s understand what difference it can make:


⦁ Reduce recruitment costs – Filling a position can take days and a fortune. Having a talent pipeline in place allows you to hire faster and save money on the recruitment process.


⦁ Improve your talent quality – When you have a strong talent pipeline, you can choose the candidates you hire. This can help you improve the quality of your hires.


⦁ Build relationships with candidates – When you have a talent pipeline, you can build relationships with candidates over time. This can make it easier to convert them into hires when the time comes.


Now that we know the benefits let’s get into how you can go about forming your candidate pipeline. Remember you have already taken the first step by reading the above 10 strategies to attract top talent. To diversify your candidate pool, you can:

Invite internal applicants – Your current employees are a great source of talent. When you have an open position, invite your employees to apply.


⦁ Networking with qualified candidates – Attend industry events and meetups to network with qualified candidates.


⦁ Advertise your open positions – Use job boards and social media to advertise your open positions.

⦁ Nominations from employees – Ask your employees to nominate qualified candidates for your open positions.


⦁ Pinch Creativity In Job Postings – Be creative in your job postings to attract qualified candidates.


⦁ Highlight Your Company’s Culture – Use your job postings and social media to highlight your company’s culture.

⦁ Cold Emailing – Send emails to qualified candidates to gauge their interest in your open positions.


⦁ Expand Your Location – Use job boards and social media to attract candidates from other locations.

Back To You

Now that you know how to form a candidate pipeline, it’s time to put your knowledge into practice. Use the tips in this guide to start building your talent pipeline today and do candidate outsourcing in the right way