The “Not LinkedIn” List of Places to Source Talent

Bigstock magnifier PCAfter last week’s blowout report from LinkedIn, we can all be forgiven for wondering if anyone sources candidates anywhere else. With 20,000 recruiter accounts, it’s not surprising that candidates for the most in-demand jobs get multiple contacts a month. It’s equally not surprising that those same candidates don’t respond to InMails, emails, telephone calls, or whatever other method resourceful recruiters come up with.

But if you want to fish away from the madding crowd, where you may find that special candidate who chooses not to be on LinkedIn (they are known to exist), then consider these alternatives.

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My colleague Jeremy Roberts, editor of, a sister site to Fordyce, compiled a list of sourcing articles explaining how to find great talent on places other than LinkedIn. Here’s what he came up with:

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John Zappe is the editor of and a contributing editor of John was a newspaper reporter and editor until his geek gene lead him to launch his first website in 1994. He developed and managed online newspaper employment sites and sold advertising services to recruiters and employers. Before joining ERE Media in 2006, John was a senior consultant and analyst with Advanced Interactive Media and previously was Vice President of Digital Media for the Los Angeles Newspaper Group.

Besides writing for ERE, John consults with staffing firms and employment agencies, providing content and managing their social media programs. He also works with organizations and businesses to assist with audience development and marketing. In his spare time  he can be found hiking in the California mountains or competing in canine agility and obedience competitions.

You can contact him here.


10 Comments on “The “Not LinkedIn” List of Places to Source Talent

  1. It never ceases to amaze me how technology driven and dependent most Recruiters have become. LinkedIn and any other online tool are great assets, but they can’t be your only source. Good old fashioned cold sourcing and recruiting over the phone still MUST be a part of your sourcing and recruiting skill set and practice.

    1. Technology shouldn’t replace the phone. However, a person that can leverage technology well can develop a call plan in a fraction of the time that it takes a person that doesn’t understand these tactics.

  2. You can chop down trees with an ax or you can use technology (e.g., a chainsaw). Which one would you use first and more often if you had access to both? Why?

  3. These are all tools. Why not just pick up the phone? I just conducted a search and ultimately found the right candidate through a long time contact. After utilizing many of the tools mentioned, I called someone with whom I had built a professional relationship over the years, and was then referred to a prospect.

  4. Good luck phoning that hacker who has almost no online footprint, let alone a phone number listed anywhere. I suppose it depends on what you’re recruiting but for what I do technology is the way to go.

  5. I found very useful for sourcing passive talent. They provide 500 free credits that is more than enough for me.

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