--- title: "Traditional Hiring Isn’t Enough: Captivating Changes Joining the Recruitment Process" description: When was the last time you really looked at your recruitment process? AI is stepping up to the plate. Take a look at why traditional methods aren’t working anymore: image: https://blog.iqtalent.com/hubfs/Imported_Blog_Media/IQTalent-Header-15-3.jpg --- [![info.iqtalent.comhubfsIQTalent-Logo](https://blog.iqtalent.com/hs-fs/hubfs/social-suggested-images/info.iqtalent.comhubfsIQTalent-Logo.png?width=1000&height=300&name=info.iqtalent.comhubfsIQTalent-Logo.png)](https://iqtalent.com/) - Solutions Solutions - [![our-solutions-icon](https://blog.iqtalent.com/hubfs/icons/our-solutions-icon.svg) Our SolutionsEmbedded RPO, on-demand recruiting, RecOps, and executive search. 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[![blog-icon](https://blog.iqtalent.com/hubfs/icons/blog-icon.svg) BlogRecruiting strategy and hiring insights from practitioners in the field.](https://blog.iqtalent.com/) - [![resume-icon](https://blog.iqtalent.com/hubfs/icons/resume-icon.svg) Case StudiesReal clients, real hires, real results across industries.](https://www.iqtalent.com/case-studies/) - [![calculator-icon](https://blog.iqtalent.com/hubfs/icons/calculator-icon.svg) Tools & CalculatorsCompare recruiting models and estimate cost-per-hire before you commit.](https://www.iqtalent.com/resource-library/#type=tools-and-calculators) - [![guide-icon](https://blog.iqtalent.com/hubfs/icons/guide-icon.svg) Guides & PlaybooksFrameworks for executive search, high-volume hiring, and PE talent strategy.](https://www.iqtalent.com/resource-library/#type=guides-and-playbooks) - [![podcast-icon](https://blog.iqtalent.com/hubfs/icons/podcast-icon.svg) PodcastsConversations with talent leaders on the trends shaping how companies hire.](https://www.iqtalent.com/podcasts/) [![IQT-AI-Hiring-Prompt-Templates-LP](https://blog.iqtalent.com/hs-fs/hubfs/IQT-AI-Hiring-Prompt-Templates-LP.webp?width=1200&height=680&name=IQT-AI-Hiring-Prompt-Templates-LP.webp)](https://info.iqtalent.com/ai-hiring-prompt-templates)[Download AI Hiring Prompt Templates](https://info.iqtalent.com/ai-hiring-prompt-templates) [Get Started](https://info.iqtalent.com/start) - Solutions - [![our-solutions-icon](https://blog.iqtalent.com/hubfs/icons/our-solutions-icon.svg)Our Solutions](https://www.iqtalent.com/solutions/) - [![recruiting-operations-icon](https://blog.iqtalent.com/hubfs/icons/recruiting-operations-icon.svg)Recruiting Operations](https://www.iqtalent.com/recruiting-operations/) - [![resume-icon](https://blog.iqtalent.com/hubfs/icons/resume-icon.svg)Sourcing](https://www.iqtalent.com/candidate-sourcing/) - [![person-icon](https://blog.iqtalent.com/hubfs/icons/person-icon.svg)Recruiting](https://www.iqtalent.com/on-demand-recruiting/) - [![search-icon](https://blog.iqtalent.com/hubfs/icons/search-icon.svg)Research](https://www.iqtalent.com/research/) - Areas of Expertise - [![who-we-work-with-icon](https://blog.iqtalent.com/hubfs/icons/who-we-work-with-icon.svg)Who We Work With](https://www.iqtalent.com/who-we-work-with/) - [![industries-we-serve-icon](https://blog.iqtalent.com/hubfs/icons/industries-we-serve-icon.svg)Industries We Serve](https://www.iqtalent.com/industry-expertise/) - [![functional-expertise-icon](https://blog.iqtalent.com/hubfs/icons/functional-expertise-icon.svg)Functional Expertise](https://www.iqtalent.com/function-expertise/) - About IQTalent - [![person-icon](https://blog.iqtalent.com/hubfs/icons/person-icon.svg)Who We Are](https://www.iqtalent.com/about-iqtalent/) - [![functional-expertise-icon](https://blog.iqtalent.com/hubfs/icons/functional-expertise-icon.svg)How We're Different](https://www.iqtalent.com/how-were-different/) - [![team-icon](https://blog.iqtalent.com/hubfs/icons/team-icon.svg)Our Team & Expertise](https://www.iqtalent.com/leadership/) - [![chat-icon](https://blog.iqtalent.com/hubfs/icons/chat-icon.svg)Why IQTalent](https://www.iqtalent.com/why-iqtalent/) - Resources - [![search-icon](https://blog.iqtalent.com/hubfs/icons/search-icon.svg)Resource Library](https://www.iqtalent.com/resource-library/) - [![blog-icon](https://blog.iqtalent.com/hubfs/icons/blog-icon.svg)Blog](https://blog.iqtalent.com/) - [![resume-icon](https://blog.iqtalent.com/hubfs/icons/resume-icon.svg)Case Studies](https://www.iqtalent.com/case-studies/) - [![calculator-icon](https://blog.iqtalent.com/hubfs/icons/calculator-icon.svg)Tools & Calculators](https://www.iqtalent.com/resource-library/#type=tools-and-calculators) - [![guide-icon](https://blog.iqtalent.com/hubfs/icons/guide-icon.svg)Guides & Playbooks](https://www.iqtalent.com/resource-library/#type=guides-and-playbooks) - [![podcast-icon](https://blog.iqtalent.com/hubfs/icons/podcast-icon.svg)Podcasts](https://www.iqtalent.com/podcasts/) [Get Started](https://info.iqtalent.com/start) # Traditional Hiring Isn’t Enough: Captivating Changes Joining the Recruitment Process June 13, 2018 [Candidate Search](https://blog.iqtalent.com/tag/candidate-search) [recruitment models](https://blog.iqtalent.com/tag/recruitment-models) #### Table of Contents [![The-Process-Standardization-Playbook-LP-Transparent1_5x](https://blog.iqtalent.com/hs-fs/hubfs/Resources/Mockup%20Images/The-Process-Standardization-Playbook-LP-Transparent1_5x.webp?width=1353&height=660&name=The-Process-Standardization-Playbook-LP-Transparent1_5x.webp)](https://info.iqtalent.com/resource/process-standardization-playbook) ### The Process Standardization Playbook [Sync Your Hiring Team Processes](https://info.iqtalent.com/resource/process-standardization-playbook) Is it us, or is the skills gap getting wider? Out of 3,000 employers surveyed, more than half report having plans to increase their workplace headcount in 2018. However, skills shortages are growing to affect 92% of these employers attempting to expand. As dedicated sourcers, we have to find talent, regardless of how large or small the skills gap is, so it’s time to think creatively and not let the growing gap hamper our jobs. This brings us new opportunities to question what we’re doing wrong and consider what [sourcing and hiring](https://blog.iqtalent.com/5-strategies-your-sourcing-process-needs-to-find-top-talent) initiatives can bend around the skills gap. What traditional recruitment methods need to kick the can? [Technology is only as useful as you make it. Take a look at how #AI and Twitter are changing the rules in #recruitment:Click to Tweet](https://twitter.com/intent/tweet?url=https%3A%2F%2Fwww.iqtalentpartners.com%2F%3Fp%3D895&text=Technology%20is%20only%20as%20useful%20as%20you%20make%20it.%20Take%20a%20look%20at%20how%20%23AI%20and%20Twitter%20are%20changing%20the%20rules%20in%20%23recruitment%3A%20&via=iqtalent&related=iqtalent) If we’re being honest with ourselves, traditional sourcing and recruiting just isn’t enough anymore. We’re changing the rules and technology is coming with us. Let’s take a look at how AI and unique sourcing habits can surface and land those truly [quality hires](https://blog.iqtalent.com/evaluate-effectiveness-your-recruiting-sources). *\*This blog post is compiled of a series of stories and experiences we’ve had as sourcing and recruiting experts as told by Chris Murdock, IQTalent Partners’ Co-Founder and Senior Partner.* ## It Started Out With A Tweet > *This is a story that started out as what looked like bad press, but actually ended up being a huge success. We were working to engage with Twitter engineers via email at the request of our client. We had all the contact information and were just working on capturing their attention to start the conversation. It started out like any other “Hi, hello, my name is…” until we started noticing our Twitter account 'blowing up' if you will.* > > *What was happening was, these Twitter engineers screenshotted our emails we had sent them, name, addresses, and company titles all exposed, and started tantalising our outreach, publically. Initially,our client called with terror in his voice because we were being called out for doing our jobs on Twitter with the candidates we were trying to attract. What started happening after the Tweets were sent was the magical part. Their followers started emailing us for job opportunities. We received twice as many qualified, interested candidates out of the “free” promotions these engineers were sending out.* #### **[![finding quality talent isn't one of those 'build it and they will come' situations.](https://blog.iqtalent.com/hs-fs/hubfs/Imported_Blog_Media/IQTP-Traditional-Hiring-Isn%E2%80%99t-Enough-blog-inserts-1-2.png?width=350&height=350&name=IQTP-Traditional-Hiring-Isn%E2%80%99t-Enough-blog-inserts-1-2.png)](https://ctt.ac/E6B39)What this teaches us about candidate targeting:** Just because you get flamed on social media doesn’t mean you can’t glean some serious coverage from it. Influencers have serious referral power, so consider setting up a referral program or finder’s fee for [qualified referrals](https://blog.iqtalent.com/candidate-search-with-yelp)! > *They weren’t impressed by our traditional outreach method, fine, so be it. What they did offer us was free recruitment marketing without having to sail the open, lonely seas that are job boards.* This particular scenario also proved meeting candidates where they hang out is more effective than trying to get their attention. 50.5% of recruiters have admitted social media is a game changer when integrated into the recruitment process correctly. Many studies by organizations including (but not limited to) Glassdoor and CareerBuilder have already proven candidates in many industries not only spend personal leisure time scrolling through social but increasingly [conduct career research](https://blog.iqtalent.com/losing-crucial-talent-opportunities-mending-process) on these platforms. In fact, 79% of job candidates use social media in their job search. This isn’t only a highly trafficked and preferred method of research for candidates either. Using social media as a brand, company and employer can greatly increase your chances of being a more probable choice of employment to candidates; [three-quarters of U.S. respondents](http://www.brandfog.com/CEOSocialMediaSurvey/BRANDfog_2014_CEO_Survey.pdf) said companies whose C-Suite executives and leaders use social to communicate company brand values, missions and purpose are more trustworthy. ## We’re Not Saying Email is Dead, But… > *Look, email is great, but it’s just not producing the same results it did before in candidate reach methods. Starting to sound like a bad breakup? Maybe you’re not ready, but your candidates sure are. Here’s a story about a candidate that proved this to us.* > > *We were working on sourcing candidates for an automotive retailer and we had found the perfect candidate; we sent several email and call attempts to get ahold of this candidate with no luck. In a last ditch effort, we sent out a goofy tweet with him mentioned in it. Guess who responded near immediately?* Why does this work? In many cases, highly-desired candidates are considered “passive talent,” or professionals that aren’t actively searching for a new job opportunity. [Passive candidates](https://www.iqtalentpartners.com/recruitment-glossary/) account for [70% of the global workforce](https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf). This leaves our odds feeling slim, yet 87% of both active *and* passive candidates are willing to hear about new job opportunities if the right one surfaces (here’s our window!) #### **What this teaches us about passive candidates:** Passive candidates, while satisfied with their current roles and not actively searching for a new gig, can be swayed by compensation increases (49%), professional development opportunities (33%) or a better work/life balance (29%). While they’re less likely to be enticed by your average job offer via email or job board posting, there’s room for hope… if you catch them off guard. The same applies to platforms like LinkedIn. A near 15-year-old platform that was built specifically to change the way we network online isn’t bringing us that unique talent we’re looking for. Why? Because that’s where we *want* them to come. > *We were able to successfully get his attention, because this particular candidate was a ‘Twitter guy’.* Finding quality talent isn’t one of those “build it and they will come” situations. It’s one of those put yourself in their shoes situations; you have to really get in the role of how these candidates carry about their days to best target where they’re hanging out and when. [![one of the major issues plaguing talent acquisition is the misconception that open jobs draw in qualified candidates](https://blog.iqtalent.com/hs-fs/hubfs/Imported_Blog_Media/IQTP-3-Biggest-Breakthroughs-AI-blog-insert-5.png?width=1050&height=350&name=IQTP-3-Biggest-Breakthroughs-AI-blog-insert-5.png)](https://ctt.ac/0aexN) ## Algorithms & People Data Not all of our greatest sourcing successes come from surprising luck on Twitter. Here comes the “science-y” aspect to new age hiring. The AI, yes… the AI. Machine learning and artificial intelligence algorithms bring us the people data we’ve been waiting for. From these technologies, we can find trends like how often the average candidate in any given industry will likely change jobs, and search for candidates who are likely due for a career change accordingly. Once we narrow down our odds, AI can then match job criteria to job experience based on online candidate data. Of course, technology can only help us as much as we help it; things like poor job descriptions can greatly hinder our ability to source those candidates (did you know, simple changes to job descriptions like inclusion of proper keywords in the job title [increases candidate views by 116%](https://www.mightyrecruiter.com/blog/6-appalling-job-postings-and-what-you-can-learn-from-them/)?). Implementing new technology is not your hiring processes “big fix.” When was the last time you really sat down and looked at the decade-old laundry list of job requirements for any given position you’re hiring for? Does it apply to your company’s changing landscape, mission, and evolving roles? Take the time to really evaluate your job descriptions for accuracy to help feed AI algorithms with data they can really work with. With the proper data entries, your technology can learn to search for new talent based on those descriptions you plug. What are your strange sourcing stories? We want to hear them! Jump over to Twitter and spark a conversation with our team [@IQTalent](https://twitter.com/IQTalent). Looking to add some sourcing magic to your recruitment strategy this year? IQTalent Partners works with your recruiting team to augment your [in-house recruitment model](https://www.iqtalentpartners.com/). [Reach out](https://www.iqtalentpartners.com/contact-us/) about starting up a hiring partnership.   [![The recruiting you need. When you need it. Contact IQTalent Partners today](https://no-cache.hubspot.com/cta/default/5284302/ef9ca8c0-6d7a-4961-ba2e-72ef423f9e2a.png)](https://cta-redirect.hubspot.com/cta/redirect/5284302/ef9ca8c0-6d7a-4961-ba2e-72ef423f9e2a) ## You'll Love These Posts Too [The Complete Guide to Recruiting Sources Effectiveness: What Actually Works in 2025](https://blog.iqtalent.com/recruiting-sources-effectiveness-evaluation) The Truth About Sourcing Channels (Ranked by Data) Let's cut through the marketing BS and look at what actually works, ranked from best to worst based on real data. [Keep Reading](https://blog.iqtalent.com/recruiting-sources-effectiveness-evaluation) [7 Candidate Relationship Management Strategies for Lasting Recruiter-Candidate Relationships](https://blog.iqtalent.com/7-candidate-relationship-management-strategies) The $5 Million Relationship Management Wake-Up Call Virgin Media lost $5M annually from poor candidate relationships 95% of candidates would reapply after positive ... [Keep Reading](https://blog.iqtalent.com/7-candidate-relationship-management-strategies) [The Critical Guide to Backfilling Positions: Why Speed and Strategy Matter](https://blog.iqtalent.com/backfilling-a-position-importance-benefits) The $1,500-Per-Day Problem Nobody Talks About Every unfilled position costs $1,500-4,000 daily in lost productivity 60-90 days average to backfill specialized roles Bad ... [Keep Reading](https://blog.iqtalent.com/backfilling-a-position-importance-benefits) [![www.iqtalent.comwp-contentuploads202207IQTalent-White-Logo-1](https://blog.iqtalent.com/hs-fs/hubfs/social-suggested-images/www.iqtalent.comwp-contentuploads202207IQTalent-White-Logo-1.png?width=2001&height=600&name=www.iqtalent.comwp-contentuploads202207IQTalent-White-Logo-1.png)](https://blog.iqtalent.com/) PO Box 150709 Nashville, TN 37215 [629-255-0709](tel:6292550709) [info@iqtalent.com](mailto:info@iqtalent.com) [Contact Us](https://www.iqtalent.com/contact/) ### Solutions - [Our Solutions](https://www.iqtalent.com/solutions/) - [Recruiting Operations](https://www.iqtalent.com/recruiting-operations/) - [Recruiting](https://www.iqtalent.com/on-demand-recruiting/) - [Sourcing](https://www.iqtalent.com/candidate-sourcing/) - [Research](https://www.iqtalent.com/research/) ### Areas of Expertise - [Who We Work With](https://www.iqtalent.com/who-we-work-with/) - [Industry Expertise](https://www.iqtalent.com/industry-expertise/) - [Functional Expertise](https://www.iqtalent.com/function-expertise/) ### Resources - [Resource Library](https://www.iqtalent.com/resource-library/) - [Case Studies](https://www.iqtalent.com/case-studies/) - [Podcasts](https://www.iqtalent.com/podcasts/) - [Blog](https://blog.iqtalent.com/) - [Recruitment Glossary](https://www.iqtalent.com/recruitment-glossary/) ### Specialties - [RPO On-Demand](https://www.iqtalent.com/recruitment-process-outsourcing-services/) - [Data Scientists Recruiting](https://www.iqtalent.com/data-scientist-recruiting/) - [Information Security Analysts](https://www.iqtalent.com/information-security-analyst-recruiting/) - [Physician Assistants Recruiting](https://www.iqtalent.com/healthcare-recruiting-physician-assistants/) - [Healthcare Leadership Recruiting](https://www.iqtalent.com/medical-health-service-managers/) ### About IQTalent - [Who We Are](https://www.iqtalent.com/about-iqtalent/) - [Why IQTalent](https://www.iqtalent.com/why-iqtalent/) - [Our Team & Expertise](https://www.iqtalent.com/leadership/) - [How We're Different](https://www.iqtalent.com/how-were-different/) - [Our Approach](https://www.iqtalent.com/about-iqtalent/#our_approach) - [Press & Awards](https://www.iqtalent.com/press-awards/) - [FAQs](https://www.iqtalent.com/faq/) ### Connect With Us - [LinkedIn](https://www.linkedin.com/company/iqtalent-partners) - [Find My Dream Job](https://www.iqtalent.com/dream-job/) - [Get Started](https://info.iqtalent.com/start) - [Caldwell](https://www.caldwellpartners.com/) © 2025 IQTalent Partners Site by [Red Branch Media, Inc.](https://redbranchmedia.com/) - [Privacy Policy](https://www.iqtalent.com/privacy-policy/) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Chris Murdock", "url" : "https://blog.iqtalent.com/author/chris-murdock" }, "dateModified" : "2025-09-11T16:44:16.450Z", "datePublished" : "2018-06-14T00:00:00.000Z", "headline" : "Traditional Hiring Isn’t Enough: Captivating Changes Joining the Recruitment Process", "image" : [ "https://blog.iqtalent.com/hubfs/Imported_Blog_Media/IQTalent-Header-15-3.jpg" ], "mainEntityOfPage" : { "@id" : "https://blog.iqtalent.com/traditional-hiring-changes-joining-recruitment-process", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.iqtalent.com/hubfs/IQTalent-Logo.png" }, "name" : "IQTalent Partners" } } ```