Shally Steckerl argues that recruiters miss talent by searching the same online spaces repeatedly. She shows how to find offline candidates through industry publications, alumni networks, meetups, and conferences, then use AI to craft outreach.
Let's talk about prejudice. That's right, prejudice, as in a preconceived notion. In this case, I'm talking about where you think talent should be. One of the biggest challenges in recruiting is that we keep going back to the same place expecting different results. And not only that, we're also looking in the same place everyone else is looking. But what if I told you that you can find offline talent very easily? And this begins with you just forgetting about the idea that you have about where you think talent should be and instead ask around and find out where talent actually is. For example, there may be lots of places that talent hides out in plain sight in offline destinations like industry publications. You can use websites like Issuu and Nexbook to find journals and industry publications that have articles about people in the right roles that you're trying to recruit for. And these people are not online if only just because they themselves didn't share that information but they are being written about in an industry publication, professional journal, or some sort of other association-related content. What about alumni networks or professional groups? You can find these and connect with these people in their natural habitat, in their networks, without necessarily having to find them on, let's say, LinkedIn. There are lots of examples of offline communities, and you can find the offline communities online. Meetups are a good way to do that. There's also a website called SeeLocate, which is a website that you can use to find conferences. These are offline events that are happening in real person, but you can find the events using an online source and then go to that event's webpage and see if you can identify speakers or attendees. In fact, you can even use tools like Copilot and ChatGPT to help you identify these offline destinations and maybe even come up with strategies on how to reach these people offline that are not visible in the public web. Join me March 27th for a free webinar on my Tactical Playbook for Strategic Influence. Check the link below. Let's talk about prejudice. That's right, prejudice, as in a preconceived notion. In this case, I'm talking about where you think talent should be. One of the biggest challenges in recruiting is that we keep going back to the same place expecting different results. And not only that, we're also looking in the same place everyone else is looking. But what if I told you that you can find offline talent very easily? And this begins with you just forgetting about the idea that you have about where you think talent should be and instead ask around and find out where talent actually is. For example, there may be lots of places that talent hides out in plain sight in offline destinations like industry publications. You can use websites like Issue and Nexbook to find journals and industry publications that have articles about people in the right roles that you're trying to recruit for. And these people are not online, if only just because they themselves didn't share that information, but they are being written about in an industry publication, professional journal, or some sort of other association-related content. What about alumni networks or professional groups? You can find these and connect with these people in their natural habitat, in their networks, without necessarily having to find them on, let's say, LinkedIn. There are lots of examples of offline communities, and you can find the offline communities online. Meetups are a good way to do that. There's also a website called SeeLocate which is a website that you can use to find conferences. These are offline events that are happening in real person, but you can find the events using an online source and then go to that event's webpage and see if you can identify speakers or attendees. In fact, you can even use tools like Copilot and ChatGPT to help you identify these offline destinations and maybe even come up with strategies on how to reach these people offline that are not visible in the public web. Join me March 27th for a free webinar on my Tactical Playbook for Strategic Influence. Check the link below. Let's talk about prejudice. That's right, prejudice, as in a preconceived notion. In this case, I'm talking about where you think talent should be. One of the biggest challenges in recruiting is that we keep going back to the same place expecting different results. And not only that, we're also looking in the same place places everyone else is looking. But what if I told you that you can find offline talent very easily? And this begins with you just forgetting about the idea that you have about where you think talent should be, and instead ask around and find out where talent actually is. For example, there may be lots of places that talent hides out in plain sight in offline destinations like industry publications. You can use websites like Issue and Nexbook to find journals and industry publications that have articles about people in the right roles that you're trying to recruit for. And these people are not online if only just because they themselves didn't share that information, but they are being written about in an industry publication, professional journal, or some sort of other association-related content. What about alumni networks or professional groups? You can find these and connect with these people in their natural habitat, in their networks, without necessarily having to find them on, let's say, LinkedIn. There are lots of examples of offline communities, and you can find the offline communities online. Meetups are a good way to do that. There's also a website called SeeLocate, which is a website that you can use to find conferences. These are offline events that are happening in real person, but you can find the events using an online source, and then go to that event's webpage and see if you can identify speakers or attendees. In fact, you can even use tools like Copilot and ChatGPT to help you identify these offline destinations and maybe even come up with strategies on how to reach these people offline that are not visible in the public web. Join me March 27th for a free webinar on my Tactical Playbook for Strategic Influence. Check the link below.
Scaling Talent at Hypergrowth: Leadership, AI, and Hiring Excellence with Cindy Nicola
