I’m Noel O Kingsley, a Career Sourcing Specialist focused on helping professionals grow and guiding organizations to connect with the right people faster. I’ve been reflecting on how much emphasis we still place on resumes and keywords, when in reality, the best hires often come from qualities you can’t capture on paper, adaptability, cultural fit, and problem-solving under pressure. 👉 I’m curious: When you’re evaluating candidates, what qualities or signals matter most to you beyond the resume? And how do you spot them early in the process? Excited to hear your insights, this community is full of brilliant perspectives, and I know this could be a game-changer discussion.

Recruiters and talent leaders, here’s a question I often get: How do you consistently find top candidates in such a competitive market without burning out? From my experience as a Career Sourcing Specialist, it comes down to three key strategies: 1️⃣ Precision Sourcing: Focus on the right channels and refine search criteria to target the best-fit candidates. 2️⃣ Engagement First: Personalized outreach beats generic messages every time, show genuine interest in the candidate’s achievements. 3️⃣ Talent Pipeline Mindset: Build relationships long before the role opens, future-proof your hiring. I’m curious to hear from this amazing community: 💡 What’s the one sourcing or engagement tactic that’s giving you the best results right now? Let’s share insights and help each other elevate our recruiting game.

Hi everyone 👋 I’m excited to be part of this Recruiting Community! My name is Noel O. Kingsley, a Career Sourcing Specialist based in the U.S. I spend my days connecting great talent with opportunities and helping companies discover the right candidates to grow their teams. One thing I’ve noticed in this industry is how quickly the landscape is changing, AI, shifting job markets, and evolving candidate expectations are rewriting the rules of recruiting. That makes me curious: What do you think is the biggest challenge or opportunity in recruiting today, finding the right candidates, keeping them engaged, or retaining them once hired? Looking forward to learning from everyone’s perspective and sharing insights together.

Hi everyone- I’m new to this community. Just got out of college but learning the value of leveraging tools for recruiting and social capital. Excited to be here and support each other along the way 🚀

Hello everyone, quick question: Am I the only one who thinks paying $400 for 100 contacts on Indeed is absolutely reasonable… if you're also paying $20 for a bottle of water at the airport? Seriously though, is anyone actually paying for this? If not, what are you folks doing to get resumes—besides sacrificing your sanity to the recruitment gods?