{"id":2981,"date":"2025-05-19T05:50:00","date_gmt":"2025-05-19T09:50:00","guid":{"rendered":"https:\/\/executivecareerbrand.com\/?p=2981"},"modified":"2025-05-27T06:59:51","modified_gmt":"2025-05-27T10:59:51","slug":"executive-job-search-how-recruiters-find-you","status":"publish","type":"post","link":"https:\/\/executivecareerbrand.com\/executive-job-search-how-recruiters-find-you\/","title":{"rendered":"How Do Executive Recruiters Find Candidates?"},"content":{"rendered":"\n<figure class=\"wp-block-image is-resized\"><img decoding=\"async\" src=\"data:image\/gif;base64,R0lGODlhAQABAIAAAAAAAP\/\/\/yH5BAEAAAAALAAAAAABAAEAAAIBRAA7\" data-src=\"https:\/\/executivecareerbrand.com\/wp-content\/uploads\/2019\/02\/sherlock-holmes-462957_640.png\" alt=\"how executive recruiters find candidates\" class=\"wp-image-8738 lazyload\" style=\"aspect-ratio:1.415929203539823;width:841px;height:auto\"\/><noscript><img decoding=\"async\" width=\"640\" height=\"452\" src=\"https:\/\/executivecareerbrand.com\/wp-content\/uploads\/2019\/02\/sherlock-holmes-462957_640.png\" alt=\"how executive recruiters find candidates\" class=\"wp-image-8738 lazyload\" style=\"aspect-ratio:1.415929203539823;width:841px;height:auto\" srcset=\"https:\/\/executivecareerbrand.com\/wp-content\/uploads\/2019\/02\/sherlock-holmes-462957_640.png 640w, https:\/\/executivecareerbrand.com\/wp-content\/uploads\/2019\/02\/sherlock-holmes-462957_640-150x106.png 150w, https:\/\/executivecareerbrand.com\/wp-content\/uploads\/2019\/02\/sherlock-holmes-462957_640-300x212.png 300w\" sizes=\"(max-width: 640px) 100vw, 640px\" \/><\/noscript><\/figure>\n\n\n\n<p>In conversations with executive job seekers, we discuss how today&#8217;s job search works, including targeting, personal branding, LinkedIn, online presence, and how recruiters find candidates.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Sourcing vs. Recruiting Candidates<\/h2>\n\n\n\n<p>Candidate sourcing is the recruiter&#8217;s first step.<\/p>\n\n\n\n<p>They look in various places where they know they&#8217;ll find viable candidates.<\/p>\n\n\n\n<p>Then they actively reach out to them (or recruit them) to fill roles their client companies have open.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.ismartrecruit.com\/blog-ways-recruiters-source-the-candidates\" target=\"_blank\" rel=\"noreferrer noopener\">iSmartRecruit<\/a> describes the difference between sourcing and recruiting candidates: <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Sourcing of candidates<\/strong><\/h3>\n\n\n\n<p>Sourcing in recruitment is the approach of finding the top or most suitable talent for the position. We can say it is a talent acquisition where the recruiter finds, engages, builds relationships with the candidate to source them.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Recruiting of candidates<\/strong><\/h3>\n\n\n\n<p>The overall process of recruitment for hiring the new talent that includes attracting candidates, job postings on various platforms, screening, managing the talent pool, scheduling the interview, and onboarding.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Where Recruiters Find Candidates<\/h2>\n\n\n\n<p>Job search advisor and former recruiter <a href=\"https:\/\/careersidekick.com\/how-recruiters-find-candidates\/\" target=\"_blank\" rel=\"noreferrer noopener\">Biron Clark<\/a> lists the 8 main places recruiters find candidates: <\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>LinkedIn<\/li>\n\n\n\n<li>Asking Candidates for Referrals<\/li>\n\n\n\n<li>Talking with an Existing Professional Network<\/li>\n\n\n\n<li>Job <a href=\"https:\/\/executivecareerbrand.com\/use-job-boards-for-research-not-to-find-jobs\/\">Boards<\/a><\/li>\n\n\n\n<li>Direct Resume Submissions<\/li>\n\n\n\n<li>Online Job Postings<\/li>\n\n\n\n<li>Social <a href=\"https:\/\/executivecareerbrand.com\/how-your-social-media-use-can-sabotage-your-executive-job-search\/\">Media<\/a> Other Than LinkedIn<\/li>\n\n\n\n<li>Career Fairs<\/li>\n<\/ol>\n\n\n\n<p>In general, according to HR executive <a href=\"https:\/\/www.forbes.com\/sites\/jameshudson\/2023\/11\/07\/one-in-a-billion-how-to-stand-out-on-linkedin\/\">James Hudson<\/a>, candidates come to them through three main channels: <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>50% of roles filled via inbound applications<\/li>\n\n\n\n<li>30% of roles filled via employee referral<\/li>\n\n\n\n<li>20% of roles filled via recruiter outreach<\/li>\n<\/ul>\n\n\n\n<p>To maximize your chances, make sure you appear in all three groups.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How Executive Recruiters Use Social Recruiting<\/h2>\n\n\n\n<p>The vast majority of recruiters use <a href=\"https:\/\/executivecareerbrand.com\/ways-executive-recruiters-assess-candidates-social-media\/\" target=\"_blank\" rel=\"noreferrer noopener\">social recruiting<\/a> to source and assess candidates.<\/p>\n\n\n\n<p>They scrutinize potential candidates&#8217; <a href=\"https:\/\/executivecareerbrand.com\/3-ways-to-make-your-online-networking-count\/\">social networks<\/a> and social media activity to qualify or rule them out.<\/p>\n\n\n\n<p>Initially, to find candidates, they typically search <a aria-label=\"LinkedIn using relevant keywords (opens in a new tab)\" href=\"https:\/\/executivecareerbrand.com\/linkedin-keywords-get-found-online\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn using relevant keywords<\/a> and keyword phrases. And they use the power of LinkedIn Recruiter and Spotlights, as you&#8217;ll see below.<\/p>\n\n\n\n<p>To qualify candidates they have identified, they will Google each one\u2019s name and see what they find across the search results.<\/p>\n\n\n\n<p>. . . And they will dig deep, doing advanced searches and reviewing many pages of search results.<\/p>\n\n\n\n<p>Anything posted on <a href=\"https:\/\/executivecareerbrand.com\/how-to-lose-friends-and-alienate-people-with-social-media\/\" data-wpil-monitor-id=\"792\">social media accounts and elsewhere online<\/a> that is open to the public will be visible to them, and they&#8217;ll take it all into account when deciding whether someone is a viable candidate.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How Recruiters Find Candidates on LinkedIn<\/h2>\n\n\n\n<p>In the same article as above, Biron Clark advises job seekers that, just like he did when he was recruiting, recruiters spend most of their time looking for and finding candidates on LinkedIn, over any other place.<\/p>\n\n\n\n<p>And he cautions:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>&#8220;Make sure you\u2019ve got a completed profile with work experience, skills, and a good headshot. If you\u2019re looking for a new position but haven\u2019t completed your LinkedIn profile, you\u2019re holding your job search back.&#8221; <\/p>\n<\/blockquote>\n\n\n\n<p>Job search strategist and former recruiter <a href=\"https:\/\/www.linkedin.com\/feed\/update\/urn%3Ali%3Aactivity%3A6934828673757818881\/\" target=\"_blank\" rel=\"noreferrer noopener\">Bernadette Pawlik<\/a> explains that finding candidates: <\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>&#8220;Begins with &#8216;sourcing&#8217; which means mining into LinkedIn profiles:<\/p>\n\n\n\n<p>Your title should be factual: Level, Function\/Specialty, e.g., Senior Director\/Manufacturing\/Heavy Machinery<\/p>\n\n\n\n<p>You can sing the song of your motivations in your about section, but recruiters go first to Experience looking for title, responsibilities and 3 kick-ass accomplishments.<\/p>\n\n\n\n<p>Make sure you have sought out recommendations from former bosses, peers, subordinates. At the executive level \u2026 those are the recommendations most companies seek.&#8221;<\/p>\n<\/blockquote>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>LinkedIn Recruiter<\/strong><\/h3>\n\n\n\n<p>James Hudson explained:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>&#8220;Recruiters, on average, spend more of our time searching for candidates than we do sifting through inbound applications. Think of it as spear-fishing versus catching fish with a trawler net. We have access to a whole separate version of LinkedIn (it\u2019s called LinkedIn Recruiter, and it\u2019s eye-wateringly expensive). This professional version of LinkedIn allows us to see every single member on the planet. When you search the platform you can see your first, second and third-degree connections. We can see everyone. The whole billion.&#8221;<\/p>\n<\/blockquote>\n\n\n\n<p>Not surprisingly, he says that becoming more discoverable is one of the most important ways to get found by recruiters.<\/p>\n\n\n\n<p>At a minimum, he advises you should:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Upload your resume (you can do this on the \u201cjobs\u201d tab under \u201capplication settings\u201d) and be sure to select yes on the \u201cshare your resume data with recruiters\u201d toggle<\/li>\n\n\n\n<li>Fully populate your career history on your profile<\/li>\n\n\n\n<li>Utilize the skills functionality (e.g. if you\u2019re a Project Manager your skills might include Agile, Scrum, Visio, Notion, etc.)<\/li>\n<\/ul>\n\n\n\n<p>He also advises using the #OpenToWork feature on LinkedIn in one of the two options available. <\/p>\n\n\n\n<p>Read my article, <a href=\"https:\/\/executivecareerbrand.com\/should-you-display-opentowork-on-your-linkedin-profile\/\">Should I Use #OpenToWork on LinkedIn?<\/a> to determine whether this is a good idea for your particular circumstances.<\/p>\n\n\n\n<p>I&#8217;ll also add that job seekers should definitely follow the LinkedIn (company) Pages of their target employers and engage with their posts. That means <a href=\"https:\/\/executivecareerbrand.com\/showcase-your-personal-brand-with-linkedin-comments\/\">regularly commenting<\/a> on them in meaningful ways that will demonstrate your expertise.<\/p>\n\n\n\n<p>Also, work towards getting a number of 1st degree connections to employees at your target companies.<\/p>\n\n\n\n<p>All of this signals to those companies that you&#8217;re very interested, and these actions will help your profile show up in results when recruiters use Spotlights (see more about this below).<\/p>\n\n\n\n<p>HR professional <a href=\"https:\/\/www.linkedin.com\/pulse\/how-do-recruiters-find-candidates-linkedin-kimberley-harrison\/\" target=\"_blank\" rel=\"noreferrer noopener\">Kimberley Harrison<\/a> notes: <\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>LinkedIn <a href=\"https:\/\/executivecareerbrand.com\/how-to-find-and-connect-with-the-right-recruiters-on-linkedin\/\">Recruiter<\/a> offers subscribers search tools and project management functions that aren&#8217;t available to the regular LinkedIn user. These tools can find candidates a recruiter isn&#8217;t directly connected to and even show which candidates are more likely to respond to a recruiter&#8217;s message. LinkedIn Recruiter suggests a list of candidates for the position described and prompts the recruiter to narrow the results based on suggested categories.<\/p>\n\n\n\n<p>Recruiters can search for specific skills and keywords and keep tabs on candidates that might be of interest. LinkedIn offers up extra information, like whether a candidate has existing connections to the organisation. It\u2019s not just about posting jobs. It\u2019s about hunting for the best candidates even when they\u2019re not actively searching.&#8221;<\/p>\n<\/blockquote>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>LinkedIn Recruiter Spotlights<\/strong><\/h3>\n\n\n\n<p>LinkedIn advises recruiters that <a href=\"https:\/\/www.linkedin.com\/help\/linkedin\/answer\/a414283\/spotlights-in-linkedin-recruiter\">Spotlights<\/a> will help them:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Prioritize candidates who are more likely to engage with you and your organization, based on activity, interests, and relationship insights from LinkedIn. Spotlights vary based on the different types of candidate relationships and interactions on LinkedIn. <\/p>\n<\/blockquote>\n\n\n\n<p>Some of the other things Spotlights search will reveal include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Active Talent \u2013 those who are regularly active on LinkedIn<\/li>\n\n\n\n<li>Internal Candidates \u2013 those who have worked at the company they&#8217;re recruiting for, for at least 6 months<\/li>\n\n\n\n<li>Rediscovered Candidates \u2013 those who have interacted with employees at the company via InMail, job applications and Saved Recruiter projects<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Other Places Recruiters Find Candidates<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Resume submissions to recruiters<\/strong><\/h3>\n\n\n\n<p>When you source <a href=\"https:\/\/executivecareerbrand.com\/how-to-find-executive-recruiters-specializing-in-your-niche\/\" target=\"_blank\" rel=\"noreferrer noopener\">recruiters in your niche<\/a> and send them your resume, many of them will actually review your resume when it comes in.<\/p>\n\n\n\n<p>Then it will be added to their database along with the other resumes they receive.<\/p>\n\n\n\n<p>They run keyword searches of that database using an Applicant Tracking System (ATS) when they have roles to fill for their client companies.<\/p>\n\n\n\n<p>The <a href=\"https:\/\/executivecareerbrand.com\/the-worlds-best-executive-resume-is-not-enough\/\" data-wpil-monitor-id=\"697\">resumes that contain enough<\/a> of the keywords they&#8217;ve entered into the ATS will be called up and reviewed for fit.<\/p>\n\n\n\n<p>That means you need to be sure your <a href=\"https:\/\/executivecareerbrand.com\/what-not-to-put-in-your-c-level-executive-resume\/\">resume<\/a> contains enough of the right keywords for the job(s) you&#8217;re seeking.<\/p>\n\n\n\n<p>Read all about this in <a href=\"https:\/\/executivecareerbrand.com\/executive-resume-ats-applicant-tracking-systems-need-know\/\" target=\"_blank\" rel=\"noreferrer noopener\">Executive Resume ATS (Applicant Tracking Systems): What You Need To Know<\/a> <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Referrals from employees at their client companies<\/strong><\/h3>\n\n\n\n<p>One of the most prized sources of candidates comes from internal employees who recommend them.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.jobscan.co\/blog\/5-ways-recruiters-find-candidates\/\" target=\"_blank\" rel=\"noreferrer noopener\">James Hu<\/a>, CEO at Jobscan, says: <\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>&#8220;Referrals tend to be strong candidates because they\u2019re reliable enough so that someone is willing to vouch for them. In order to attract more referral candidates, many companies offer a monetary incentive for their employees to recommend people from their network for open roles. Recruiters can save a lot of time hunting down candidates when they get referrals passed along to them.&#8221;<\/p>\n<\/blockquote>\n\n\n\n<p>Read all about this in <a href=\"https:\/\/executivecareerbrand.com\/networking-to-referral-to-hire-best-way-to-land-executive-job\/\" target=\"_blank\" rel=\"noreferrer noopener\">Networking to Referral to Hire: The Best Way to Land an Executive Job<\/a> <\/p>\n\n\n\n<h2 class=\"wp-block-heading\">4 Things Recruiters Look for in Candidates<\/h2>\n\n\n\n<p>According to job search social media expert <a aria-label=\"Hannah Morgan (opens in a new tab)\" href=\"https:\/\/money.usnews.com\/money\/blogs\/outside-voices-careers\/articles\/2017-08-03\/how-social-media-can-help-and-harm-your-job-search\" target=\"_blank\" rel=\"noreferrer noopener\">Hannah Morgan<\/a>, recruiters and employers look for things like:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Information that supports a candidate\u2019s qualifications.<\/li>\n\n\n\n<li>The professionalism of a candidate\u2019s online persona.<\/li>\n\n\n\n<li>What other people are posting about candidates.<\/li>\n\n\n\n<li>A reason not to hire a candidate.<\/li>\n<\/ul>\n\n\n\n<p>An article by Ariella Coombs on Work It Daily outlines 4 of the things in particular that executive recruiters are looking for when they search &#8220;your name&#8221;:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>1. You know your stuff.<\/strong><\/h3>\n\n\n\n<p>Part of your online branding strategy should be to promote your expertise and unique value to your target employers. If you claim you&#8217;re an expert in a particular field, they want to see information online that backs it up. They want <a aria-label=\"social proof (opens in a new tab)\" href=\"https:\/\/executivecareerbrand.com\/social-proof-where-online-presence-meets-personal-branding\/\" target=\"_blank\" rel=\"noreferrer noopener\">social proof<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>2. You\u2019re not bad-mouthing your former employer.<\/strong><\/h3>\n\n\n\n<p>First, these people assessing you will not be impressed by your complaints about your current or past jobs. Also, they&#8217;ll be worried that you may do the same thing to them, if they hire you.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>3. You have a personality.<\/strong><\/h3>\n\n\n\n<p><a aria-label=\"Culture fit (opens in a new tab)\" href=\"https:\/\/executivecareerbrand.com\/why-culture-fit-matters-executive-job-search\/\" target=\"_blank\" rel=\"noreferrer noopener\">Culture fit<\/a> is very important to employers. Good fit usually means they&#8217;ve hired someone who won&#8217;t jump ship too soon, or negatively impact the team dynamic, or cause other problems. <\/p>\n\n\n\n<p><a href=\"https:\/\/executivecareerbrand.com\/worksheets-personal-branding-and-executive-job-search\/\" target=\"_blank\" rel=\"noreferrer noopener\">Giving a feel for your personality<\/a> in your job search materials and online presence helps employers see whether you&#8217;ll be a good fit. Don&#8217;t be afraid to lean on the &#8220;personal&#8221; part of personal branding.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>4. You\u2019re not posting about inappropriate stuff.<\/strong><\/h3>\n\n\n\n<p>Studies show that employers avoid candidates who make bigoted comments, or boast about illegal drug use, or other questionable activities. It&#8217;s not much of a stretch to understand that people who so easily <a rel=\"noreferrer noopener\" aria-label=\"tarnish their own personal brands (opens in a new tab)\" href=\"https:\/\/executivecareerbrand.com\/7-ways-to-contaminate-your-personal-brand-and-doom-your-executive-job-search\/\" target=\"_blank\">tarnish their own personal brands<\/a> could also easily tarnish the company brand and\/or cause discord among employees.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What Should Your Takeaway Be?<\/h2>\n\n\n\n<p>As I stress to all <a href=\"https:\/\/executivecareerbrand.com\/7-things-successful-executive-job-seekers-know\/\">executive job seekers<\/a>, hiding in the shadows and avoiding social media is no longer an option.<\/p>\n\n\n\n<p>A solid executive job search strategy must include <a href=\"https:\/\/executivecareerbrand.com\/how-to-network-into-executive-job\/\" target=\"_blank\" rel=\"noreferrer noopener\">social networking, along with real-life networking<\/a>. You need to be visible wherever your target employers (and their recruitment firms) are looking for candidates like you.<\/p>\n\n\n\n<p>Their recruiters and hiring managers rely on social media to find candidates like you.&nbsp;<\/p>\n\n\n\n<p>You need to be there, building your <a href=\"https:\/\/executivecareerbrand.com\/strong-online-presence-to-compete\/\">online presence<\/a> and participating proactively, carefully and meaningfully.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>More About Executive Recruiters and Job Search<\/strong><\/h3>\n\n\n\n<p><a href=\"https:\/\/executivecareerbrand.com\/how-to-find-executive-recruiters-specializing-in-your-niche\/\">How to Find Executive Recruiters Specializing in Your Niche<\/a><\/p>\n\n\n\n<p><a href=\"https:\/\/executivecareerbrand.com\/secrets-executive-recruiters-cant-tell-you-and-tips-for-working-with-them\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\"Secrets Executive Recruiters Can\u2019t Tell You and Tips for Working with Them (opens in a new tab)\">Secrets Executive Recruiters Can\u2019t Tell You and Tips for Working with Them<\/a><\/p>\n\n\n\n<p><a href=\"https:\/\/executivecareerbrand.com\/how-to-get-executive-recruiters-attention-with-the-right-email-messages\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\"How To Get Executive Recruiters\u2019 Attention With The Right Email Messages (opens in a new tab)\">How To Get Executive Recruiters\u2019 Attention With The Right Email Messages<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In conversations with executive job seekers, we discuss how today&#8217;s job search works, including targeting, personal branding, LinkedIn, online presence, and how recruiters find candidates. Sourcing vs. Recruiting Candidates Candidate sourcing is the recruiter&#8217;s first step. They look in various places where they know they&#8217;ll find viable candidates. Then they actively reach out to them [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[259,12],"tags":[],"class_list":{"0":"post-2981","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-executive-recruiters","7":"category-social-media-and-social-networking","8":"entry","9":"has-post-thumbnail"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How Do Executive Recruiters Find Candidates? 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