“Where do you find good people?” It is the question business owners ask more than almost any other. And as David Maples discovered during a sales training talk, attendees cared more about sourcing talent than training the people they already had.
The Job Board Reality
Job boards—Indeed, ZipRecruiter, LinkedIn—are designed to maximize listings, not quality matches. They profit from volume, not from finding you the perfect candidate.
On The Buck Stops Here podcast, Maples shares a critical insight: embed language in your job postings stating “we will only consider applicants who apply through our website.”
This does two things:
- Significantly reduces application volume
- Filters for candidates genuinely interested enough to take an extra step
Making Job Boards Work
If you use job boards, use them strategically:
- Compelling subject lines: You are competing with hundreds of other listings
- Include salary information: Deters unsuitable applicants before they waste your time
- Direct to your website: Let candidates learn about your culture before applying
- Follow up quickly: Good candidates do not stay available long
Traditional Media Still Works
Newspapers, radio, and TV reach passive job seekers—people not actively searching but open to the right opportunity.
The key is crafting an attention-grabbing hook. You have 15-30 seconds to capture interest. Brief, memorable messaging beats comprehensive job descriptions in traditional media.
Social Media Strategy
LinkedIn and Facebook should host your job postings, but understand the trade-offs:
Embedding direct links reduces organic reach—platforms want to keep users on their site. But candidates can easily find your website independently once they are interested.
Use social media to cast a wide net, then drive serious candidates to your owned properties.
Meeting People in Public
Great potential hires appear in unexpected places—conferences, coffee shops, networking events. When you encounter someone impressive:
- Be professional but not overeager
- Provide your business card without pressure
- Remember they likely already have employment
- Plant a seed for future opportunity
Desperation repels talent. Confidence attracts it.
The Employee Referral Trap
Referrals from current employees can be valuable—but they come with risks:
- Tie referral bonuses to probationary completion (90-120 days), not just hiring
- Vet referred candidates with the same rigor as any other applicant
- Do not assume quality transfers: A great employee does not automatically refer equally qualified people
Friends recommend friends. That does not mean they share the same work ethic.
Five Actions for Better Sourcing
- Maintain updated job listings across platforms and your website
- Create an easy application process on your company website
- Respond to applicants within 24-48 hours
- Consider both digital and traditional media for broader reach
- Always be prepared to engage potential candidates professionally in casual settings
Finding great people is not about luck. It is about being everywhere quality candidates might look, and being ready when they do.
This article is based on Episode 11 of The Buck Stops Here podcast: “Job Boards, Newspapers, and People You Meet in Public.”