It takes real talent to acquire real talent. Bridgeway is a vertically integrated search and recruitment firm. Our team of experts specialize at building core teams on behalf of clients in the practice areas of Construction, Engineering, Life Sciences, Tax, and Financial Services.
SEPTEMBER HIRING INSIGHTS
It’s always easier to hire someone actively searching for a new role—they’re more motivated and eager to prove themselves. You can tap into this pool of candidates by posting ads, and the top platforms for job postings today are LinkedIn, Indeed, and ZipRecruiter. If you post on all three, it’s unlikely any active job seeker will miss your opportunity. Nineteen years ago, it was Monster, CareerBuilder, and Hot Jobs; before that, the local newspaper was the go-to. I miss those days.
If you’re unsure how to start with a job posting, tools like ChatGPT can generate a remarkably accurate draft for any title you need. Creating job descriptions is no longer a rare skill in today’s economy.
However, if you want to access the other, often more valuable, group of candidates—those who aren’t actively looking—you’ll need to engage in outbound recruiting. There’s a strong case to be made that some of the best hires come from this category, though it requires more effort to attract them. They need to be inspired to make a move. You can manage this without a recruiter if you prefer, and here’s how:
LinkedIn is the best tool to identify potential candidates for outbound recruiting. Start by typing the job title you’re seeking into the search bar, then use filters to narrow by location or specific companies you’d like to recruit from. If your list of results seems small, it’s likely because your network isn’t broad enough—think of the “six degrees of separation” concept and start expanding your connections. Adding a few recruiters or industry professionals can significantly boost your reach.
Once you find someone you’re interested in, send them a connection request, but don’t skip the note. Make it personal.
Here’s a simple outline for your message:
1) We’re hiring.
2) We’d love to consider you because… {acknowledge something specific in their background that caught your attention}.
3) Here’s what our company and this role offer… {create a compelling narrative—Bridgeway tip #1}.
4) Include a link to your calendar so they can schedule a time to talk.
This approach is a solid foundation for building your candidate pipeline through outbound recruiting.
SPECIALIZED SOLUTIONS
BRIDGEWAY CONNECT
If you’re not prepared to undergo the search process, Bridgeway Connect guarantees that your job opening reaches every pertinent candidate. Utilizing cutting-edge recruiting research and intelligence tools, we develop an outreach strategy that transcends traditional job postings. With Bridgeway Connect, you’ll yield exponential effectiveness over traditional job postings, ensuring your position garners attention from precisely the right candidates.
BRIDGEWAY SEARCH
When urgency, importance, and the need for engagement converge in a hiring decision, our search service becomes the ideal solution. Since 2005, we’ve facilitated over 4000 strategic hires, positioning ourselves as experts in the field.
At Bridgeway, our search methodology is built on the premise of targeted, proactive access to top-tier talent. We go beyond mere identification, investing our time in ensuring the perfect fit not only accepts the offer but also aligns with expectations, preventing missteps. Our impressive client retention and hire stick rates underscore our proficiency in this regard.
A LOOK INSIDE OUR HIRING PHILOSOPHY
OUR THINKING ON REFERENCE CHECKS
Everyone knows it: reference checks are ineffective interviewing strategies in 90% of the cases. But done correctly, both the company and the prospective hire can benefit from a quality reference. READ MORE
OUR THINKING ON HIRING MODELS
A Hiring Model can be defined as the brand your company maintains for best in class hires. An extended time frame is responsible for losing more desirable candidates than any other two reasons combined. We know 5 other things that can protect your reputation in the market READ MORE
OUR THINKING ON STAFF EFFICIENCY
E + QE + S = P We know what that means and you should too. Most companies have staff performing below 80% efficiency. If you don’t hire right, it’s hard not to. READ MORE
OUR THINKING ON HR AS A HIRING KEYHOLDER
Friend or Foe? As a critical function within every large corporation, we know what the answer should be. Can’t we all just get along? READ MORE
OUR THINKING ON COUNTER OFFERS
Counter Offers are a part of 21st century career management. There is a time to consider them and a time not to consider them. We can explain and walk you through both. READ MORE
ABOUT BRIDGEWAY
At Bridgeway Search Group we welcome the headhunter label. We embrace it and our clients require it. Finding the best individual for a position means going beyond posting jobs, broadcast emailing and surfing LinkedIn. It takes one-to-one communication with both client and candidate to match their values. It takes the unique ability to inspire a candidate to pursue an opportunity. Headhunting takes real talent to acquire real talent.
HIGH PERFORMANCE
* Hiring results are calculated using a 5 year term of all hires completed between 2006 to 2018. Results are updated each year in January to reflect most recent data available. Useful measurements require a 5 year tenure term- 2018 is the most recent year for that.
**Detailed responses including metrics and guidelines for the above statistics are available upon request.