Non-Wheelhouse Strategies

Created: Aug 17, 2015 01:46PM PDT      Updated: Dec 09, 2015 10:48AM PST
Due to the nature of the web profiles that TalentBin crawls, some roles are generally a stronger fit for the tool. A TalentBin profile page relies on public data from around the web for that candidate, so the more external activity (i.e the more web profiles), the better!

Currently, the best reqs for TalentBin are in these three (soon to be four) verticals:

1. Technical (Software, IT, etc.)
2. Creative (UI/UX, Designers, etc.)
3. Healthcare (RNs, Physicians, etc.)
4. Finance - Coming Soon!

We typically call these our "wheelhouse" roles.

However, this does not mean that you can't find candidates outside of the technical, creative, and healthcare verticals, especially with the recent influx of
new automation and CRM features in TalentBin.

Below are a few strategies (bucketed by their corresponding step in the workflow) that we recommend you try when searching for "non-wheelhouse" candidates.



1. Job Req Translator

One of the great new automation tools in TalentBin allows you to create a search tree by simply pasting in the job description. This feature can be extremely useful to use as a jumpstart for any role in TalentBin, both "wheelhouse" and "non-wheelhouse" roles. 
Figure 1: Using the Job Req Translator

2. Example TalentBin Searches

Don't have a job description? Is the Job Req Translator not returning great results? Another option is to try our Example TalentBin Searches article to provide initial framework for building a solid search. 

Figure 2: Using the Example TalentBin Searches support article

Within this article, you will find common "non-wheelhouse" searches for almost every vertical, or some that don't fall into a specific vertical (sales, help desk, project managers, etc.)

3. Starting from Scratch

You can also go the old fashioned way, and build a search manually. However, there are going to be a number of things to note when building a search for a "non-wheelhouse" role:
  • Cast a wide net: For "non-wheelhouse" searches, simplicity is key. Try using a few basic keywords, and an optional "role" keyword to pull back as many possible potential fits as possible. Here's an example change manager search:

Figure 3: Example Change Manager search in TalentBin

  • Use boolean logic to make terms optional or restricted: By toggling the green checkmark on a row in advanced search, we can change terms from required () to restricted () to optional (). In the change manager example above, we've removed Recruiting and Sales candidates (as we do with most searches), but we can also experiment with other role explode terms like Software Engineers. Let's get as many bad fit candidates out as we can with the search in order to speed up your workflow later!

  • Try using LinkedIn as an "Available Contact": By restricting the search to only people with LinkedIn profiles, you ensure that you will have some level of data to work with to assess the candidates. While this may significantly drop the number of results, it is going to be a best practice when starting a "non-wheelhouse" search. Of course, you can remove the filter after you assess everyone that has a LinkedIn profile in order to expand the results again.

  • Don't rely entirely on skill data: Since TalentBin relies on data collected from external web profiles, and the majority of the web profiles we use are bucketed into our four verticals (technical, creative, healthcare and finance), by design the "non-wheelhouse" profiles won't be as dense. So, for these roles, we probably won't have as much skill data to use to assess the candidates. Instead, keep an open mind, use the web profiles that are available (maybe click out to their LinkedIn, check out their Twitter, etc.), and send them a message. If there is a specific part of their background you have a question about, go ahead and mention that in your outreach. Essentially, you let the candidates "pre-qualify" themselves.

  • Find the sweet spot: We don't want to be too refined or too broad with the search. Ideally, you should play around with search filters, optional or required modifiers, or the mileage radius to pull back between 100-200 candidates. This will give you a manageable pool of candidates to stage. 



1. Adding Profiles

Arguably the most useful tool for "non-wheelhouse" roles is our "Add candidate to TalentBin" tool. This tool allows you to add any candidate directly into TalentBin, which essentially gives you access to using our CRM and automation features with anyone!

Once you add a candidate to TalentBin, you can use all of the rich CRM features that are currently part of your TalentBin passive candidate recruitment strategy, including:
As a bonus, our crawling and matching algorithms kick into effect after adding a profile! 

TalentBin's matching algorithm checks if the profile already exists elsewhere in TalentBin and if it does, it combines the two profiles. In other words, the tool makes sure TalentBin doesn’t have two (or more) of the same candidate in the database. If the profile is brand new, our crawlers start to match other web profiles to the new profile. This process will not be immediate, but if you check back on the profile over time, there will be more data attached. Give us the foundation and we’ll handle the rest!

Figure 4: Add new profile tool on Source or Manage

2. Future Opportunity Pipeline 

Using TalentBin's internal CRM capabilities within the "Manage" tab, you can keep track of all of the people in your pipeline, and organize candidates into various stages.

One of these stages, "Future Opportunity", allows you to bucket anyone who replies back to you and informs you that they are currently not looking for a switch, but could explore opportunities in the future. For "non-wheelhouse" roles, building this type of network is incredibly helpful.

Once you build a pipeline of "Future Opportunity" candidates, you can message them all at once notifying them that you have an open position right now that needs to be filled. This will save you time/effort in the long run!

Note: Try combining "Adding profiles" and "Future Opportunity Pipeline" to significantly increase your chance of success!



1. Automated Follow-up Campaigns

Regardless of the type of req you are working on ("wheelhouse" or "non-wheelhouse"), the Automated Follow-up Campaign feature in TalentBin will save you hours of time and drive response rates. Instead of manually following up with candidates after the initial email, the campaign will do the work for you, and automatically trigger a series of follow-up messages. 

Also, by combining this feature with adding external profiles, you can use campaigns on anyone inside or outside of TalentBin's database!

Please note: The default Automated-follow up campaign does mention "engineering" in the included templates.  Before using the Automated follow-up campaign for "Non-wheelhouse" roles, we highly recommend you either create a custom or Guided campaign for the req you are working on, or change the default campaign templates to be more generic.

2. Personalization

A key component of a successful workflow using TalentBin is personalization of outreach emails. While it helps to have a wealth specific data to reference when personalizing a message (i.e. "I noticed your Java repository on Github"), any touch of personalization always helps with getting a response.

For "non-wheelhouse" roles, you will most likely be limited to a few professional skills and web profiles that you can mention in your outreach emails. However, the "Other Interests" tab under "Skills" on a profile is a great place to check for snippets of information you can use to attract a response.

Here's an example of an "Other Interests" section in TalentBin:

Figure 5: "Other Interests" tab under "Skills" on a TalentBin profile

"What did the fish say to the scuba diving change manager?" or "In a sea of change, the one constant is scuba diving."

3. Self-Qualification

Since the amount of information on a "non-wheelhouse" TalentBin profile is generally limited, it is important to take an open-minded approach when messaging candidates. 

As part of this, allowing the candidates to "self-qualify" is going to be a crucial practice. TalentBin is not going to have the deep level of knowledge about a "non-wheelhouse" candidate's activity around the web, or their past jobs, so let them do some of that work for you. Usually, if a candidate thinks they are a good fit for the role, they will reply! Don't be afraid to send emails to borderline promising candidates, because some of those candidates might be a great fit!

Since this is passive talent, there may be some bad fits, however, the positive responses and placements down the road will make it all worthwhile. As always, the single best practice in TalentBin will be to simply send emails! As long as you are casting a wide net, are open-minded, and are sending a steady volume of emails, you are bound to find interested and promising candidates!


See Also:
Q​uestions? Thoughts? Either c​ontact your Product Specialist, reach out to us at anytime, or leave a comment below!
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