An all too common scenario for any of us sourcing for technical or digital staff online; you've found an engineer with the perfect experience, they've been working for the right companies, have a good degree from the best Comp Sci University, live ten minutes walk from the office and played lacrosse in the same team as your hiring manager*.
* Ok, maybe the lacrosse is going a bit far, but you get the picture :)
They're not to be found on your internal database and their portfolio is bereft of any contact details other than a 'contact me' form to fill out. You've added them as a contact on LinkedIn and if you're lucky enough to have a LinkedIn Recruiter account you've sent them a couple of InMails, all of which have inevitably been siphoned off in to a dark, rarely checked corner of their e-mail by a myriad of spam filters designed specifically to stop recruiters and agents making their e-mail unusable.
You know if you can just get through, they'll be interested; the hard part, as most of us know, is that job boards and LinkedIn alike are so saturated with bad recruiters, that it makes the task for good recruiters much harder than merely finding the candidate in the first place.
I'm hoping through this blog, jumpled in with a load of other junk about London, cycling, football and other assorted grumblings, to share some of the ways in which I get around the problems facing a technical recruiter, and hopefully encourage some discussion around the various points contained herein.
-TW
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