Great article. However, might I propose something? I think we all too often take the road of developing and implementing sourcing strategies when the markets are in decline and when candidate flow/availability is at its peak points. While I agree that its best to hone these skills and polish your process of sourcing in these times, all too often once the market picks back up and candidate flow is light, people tend to forget these skill sets, and go back to old ways (only board postings, or referrals, etc.). I believe that this is because there is such high candidate flow (wanted or unwanted) in the “down” times, that ability to implement these techniques is scarce.

While I think its good to implement these when the market is depressed and therefore potentially increasing the hit rate for these strategies, I think it’s equally as important to train & implement these skills when the market is less flooded. These skills acquired in the “down” times are effective, but I think can be used in conjunction with traditional methods. Alternatively, when the market rises, these skills can be used more effectively by recruiting teams to separate themselves apart from the pack.

If I may, I’d even suggest getting people to use their right brain (as well as their left) by having a huge whiteboard with colored markers – this way, you can ‘draw’ the persona as well.