What's your best resource for finding talent? (besides referral or networking)

People & Leadership Strategy & Architecture End-User Services & Collaboration +7 more

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Vice President & Chief Information Security Officer (CISO) in Software, 10,001+ employees

Group Chief Information Officer in Construction, 5,001 - 10,000 employees

Chief Technology Officer in Retail, 51 - 200 employees

Assistant Director IT Auditor in Education, 10,001+ employees

A combination of professional relationships, LinkedIn and reliable/trusted headhunter.

CIO in Education, 1,001 - 5,000 employees

Agree with the others. LinkedIn.

CIO in Consumer Goods, 11 - 50 employees

Technology workshops with external professionals participation, LinkedIn and aqui-hire.

CTO in Healthcare and Biotech, 11 - 50 employees

A mix between LinkedIn, Facebook Ads & a Headhunter that truly understands what I need.

ISSO and Director of the IRU in Healthcare and Biotech, 10,001+ employees

I would say LinkedIn is a good resource. I will be honest I have filled a lot of positions in my role. Put the jobs out there and look at the resumes and then a rule of thumb come up with 10 really good questions that you would use interviewing everyone and you will weed out people who inflated or exaggerated about their experience. I have seen amazing resumes and then when I interview them it’s horrible. I get everyone gets nervous but you can tell the difference between nervous or someone talking way to long about something that wasn’t even the question bc they couldn’t answer the question. Your interview process is the key. Have a panel of 2-3 ppl if you can to rate the questions for each interviewees. This way you have diversity in how people receive and perceive each interview question and the whole interview itself. It allows for open discussion on what each panel member heard and thought. Remember we all hear differently and think differently you may have missed something another person may have heard.

Take the time to really interview and standardize your questions so that everyone gets the same chance. You will hopefully weed out the bad and get the best candidate. Resumes, referrals etc get you in the door it’s what you get and see out of the interview that shows the real picture.

Director in Manufacturing, 1,001 - 5,000 employees

If time allows a strong internship program has had the highest level of success. This sometimes means interns for 2, 3 or even 4 summers depending on when they start their internship and where they are in their college careers. Where tradition degrees are not required we still try to leverage a similar intern style program or contract to hire policy.

Chief Marketing Officer in Software, 51 - 200 employees

LinkedIn primarily (the pre-requisite questionnaire helps make shortlisting easier), and also a recruitment platform.

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