2017’s Top Sourcing Tools That Can Help You Find Resumes Online

It’s 2017, and if you haven’t already learned the hard way, you should know that won’t find top tier candidates by simply posting jobs online and praying that you’ll get the right applicants. The economy is nearing full employment, business owners contend that there’s a death of candidates with the skills they need, and yet the number of openings doesn’t seem to be declining.

Simply put, top talent is not posting their resumes on job boards or their profiles on LinkedIn. What’s more, the gig economy is playing an increasingly large role in tightening the job market for employers. A lot of people have abandoned corporate life to start their own business or do consulting. It’s estimated that 3 in 10 American workers earn some form of income through independent work and gig opportunities.

All this means that candidates have more choice in the terms of jobs, and more and more roles—especially those niche positions—require the sourcing of passive candidates.

To do this well, employers have to be innovative with their approach and need to have the right tools in their toolbox.

Here are the top 7 sourcing tools that can help you unearth top talent and find resumes online:

1. MightyRecruiter: Outside of enabling you to post to 20+ job boards in one click, MightyRecruiter offers a slew of features that help you discover qualified candidates and find resumes online. Perhaps most notable is access to the 20-million strong proprietary resume database, which comes complete with easy-to-use search filters and a machine-learning algorithm that matches your job posting to the most relevant candidates. With MightyRecruiter, you can also send personalized email drip campaigns to candidates and market your openings by creating a beautiful careers page with pictures and video which can be embedded on your website.

   Tip: You can upload candidates that you find on other sources to MightyRecruiter and then use the tool to create an email drip outreach campaign. They also offer a free trial.

2. Social Pilot: Social Pilot is social media marketing tool that allows you to market your job openings to passive candidates on social media. You can schedule your post across multiple accounts and plan your social media strategy. It has a chrome extension that you can use and a mobile app. It supports nine of the top social media sites. You can share as many as 500 posts and connect up to 200 social profiles from a single account. Social Pilot is extremely affordable at $9.99 per month.

   Tip: Consider doing a paid Facebook campaign or Instagram ad with a marketing video to attract passive candidates to your job.

3. ContactOut: ContactOut is a chrome extension that provides you with all of the profile info and contact info of candidates you find on social media and want to reach out to. You can create lists and export them to Google Sheets. One thing about the tool that will catch your attention is that it provides multiple sources of information in one screen. There are ton of tools that help you find contact information, but this particular tool seems to deliver an impressive level of quality and accuracy.

   Tip: You can create lists of candidates to upload into Mighty Recruiter and then conduct outreach by creating drip campaigns and personalized emails.

4. Recruit’Em: Tools like Recruit’Em (formerly RecruitIn) help recruiters X-ray search the web to find resumes and candidates without using complex Boolean strings. You can X-ray search over six sites, including StackOverflow and Github – both of which are critical to tech sourcing. The best part of this tool is that is free and no registration is required. You can use it from any browser. For each search, you will get over 100 results, unless it is a very niche search. The site also includes a job ad optimizer that helps with the search engine optimization of your job ad.

   Tip: Combine this tool with chrome extensions such as ContactOut and Lusha.co to find contact information once you’ve identified your candidates.

5. Sourcin: Sourcin saves you lots of valuable time by automating the sourcing process and scraping the web to find resumes and candidates based on specifics, like location and skills required. Its differentiating factor from similar tools is that it offers only fresh leads – not candidates whose profiles are inactive or outdated. You can then contact leads from the platform or outside the platform.

   Tip: I recommend having all of your candidates in one place. It makes it easier to manage. You can run multiple searches at once, which also saves a lot of time.

6. WhiteTruffle: If you’re a corporate recruiter on the hunt for tech talent, WhiteTruffle would be a good tool for you to try. It is a sourcing platform that connects companies with qualified developers, product managers, designers, and other relevant creative professionals using a proprietary matching algorithm.

   Tip: They offer a demo and 10-day free trial. Try it out to see if it is a match for you. It gives you an unlimited amount of matches and it is a two-way matching system. Unlike other sourcing tools, you don’t have to reach out to the candidate to see if they are interested. You really only have to double check on candidate fit and salary.

7. Social List: Social List is one of the very few tools that will help you create a candidate list from Meetup, ZoomInfo, Google Plus, and many more sites. The tool was just released in April of 2017. You can create very specific searches based on your criteria with the different sites. Social List is also great for business development. The cost is $49 per month, and you get the ability to export all the data into excel.

   Tip: Load your candidates into MightyRecruiter and create an email drip campaign reaching out to them about the opportunity you are recruiting for. The tool is very simple to use and runs multiple searches at one.

There are always a ton of tools that will come into the HR tech space. The key to utilizing your tools effectively is always to have a sourcing plan before beginning any search—and before having that sourcing plan, have an intake meeting with your hiring managers. Having those two things before searching will save you a lot of time and energy.