I guess this would be a follow up to my earlier post about recruiter burn out and I appreciate any additional insight.

If asked I would say I am a good recruiter but probably not a great recruiter. With the focus of the first 7+ years of my recruiting life (up to now) being as a dad first, being a ‘good’ recruiter has been plenty. But now my kids are in school and I have more free time so I want to take my recruiting to the next level but I am stuck in the rut of being a ‘good’ recruiter and need to get out and I know it has to do with my lack of sourcing additional candidates as I have plenty of job orders to work on but struggle to fill them which is my source of frustration.

Once I get a job order I take what I call my 2 pole approach because when I go fishing (not enough) I like to use 2 poles.
1) The first pole is the one with the big crawler on it and a bobber, you just throw it out and let it sit and hope something hits it. This would be posting on the job boards, let them sit out there and see if something hits it. Yes there will be lots of little fish pestering you but worth waiting for the big one. I share the expenses so it is an option that is cost feasible for me.
2) The second pole is the one with the snap swivel and lures on it, you try one for awhile and if nothing hits it you change and try something else. My main area here is resume databases; internal, job boards, LinkedIn, etc. I am somewhat new to LinkedIn and still have just the free service but get little response to my requests so sometimes I will e-mail the candidate directly at work. If I know where they work and their name I can normally figure out their work e-mail and can contact them directly. If I find a candidate that is close but not perfect I will still call and see if I can get a referral so I do much more than just key word searches but I am still limited in my ability to source additional candidates.

Up until now this approach has worked just fine for me but with the addition of my free time and my desire to go to the next level I was looking for some insight on what you do to source your candidates?

I have tried to work with other recruiters in the past on splits but apparently the wrong ones as they would flood me with unqualified resumes and insist on me submitting them so those relationships were short lived. I will add that I have been going through multiple profiles and training information here on RBC and am very thankful for everyone for providing this information and will continue to do so.

Thanks in advance!
Jason