Hard-to-find talent isn’t interested in submitting resumes or engaging with career sites. These are busy people, deeply focused on a project or idea. Reaching them is not only difficult — it’s often next to impossible.
Many do not have an online presence. Most will not respond to emails, Tweets, or phone calls — if you are able to find them. They are known to their circle of friends and colleagues only, and participate online primarily in technical forums, professional sites, and through emails with associates.
An engineer I know is top in his chosen field. He is highly sought after by a small circle of technical experts for his depth of knowledge and experience. He has no LinkedIn profile, no Facebook page, and does not Tweet. He only answers his phone when he knows the caller personally. Yet, he regularly changes jobs depending on how interesting the project offered. He has never spoken with a recruiter (other than me as a friend). He finds his projects through his narrow but powerful network of fellow engineers.
How would a recruiter ever find him — or the hundreds of others who are similar? keep reading…