Find the candidates who never apply.
For scarce profiles, nobody comes to you anymore. This training teaches your recruiters to go out and find them — and to actually get the right people on the phone.
30 minutes, no strings attached · you talk directly to the trainer
Do you recognise this in your team?
Then this training pays off for your team straight away.
Recognise this, but not sure how big it is for you? The Development Scan shows where the biggest growth opportunity is, and what it delivers. Take the Development Scan →
- Vacancies for scarce profiles stay open for weeks
- Recruiters post a job and wait for responses
- LinkedIn messages go unanswered
- The hiring manager wonders why there are still no candidates
What the Sourcing training delivers for your team
Better quality of hire
Choosing from the best candidates
Recruiters who search themselves don't depend on whoever happens to apply. They put forward the candidates who really fit, even for scarce profiles.
Shorter time to hire
A shortlist within days
No more weeks of waiting for responses to a job ad: find and approach candidates directly. Time to hire per vacancy goes down.
Satisfied hiring managers
The difficult vacancies filled too
A hiring manager who sees your team fill exactly the hard-to-find profiles trusts that the vacancy is in good hands with recruitment.
Better candidate experience
An approach that feels right
A personal message through the right channel, with a reason why this candidate in particular is being approached. Even those who say no are left with a good impression of your organisation.
Lower cost per hire
Lower cost per hire
Searching your own database and network needs less advertising budget and fewer vacancies that have to be reopened. You see it in the cost per hire.
Every vacancy filled faster and right first time saves money straight away: less lost productivity, less overtime in the team and less replacement hiring. About the investment →
The content, tailored to your vacancies
Your recruiters follow the theory online, at their own pace. Then we translate it to your own vacancies and hiring managers: in a workshop with the team, or in a personal coaching session.
01 The sourcing intakeGet clear on who you're looking for, before you start searching
What your recruiters learn
- Prepare with the help of AI, so they go into the meeting with the hiring manager with market knowledge
- Ask the questions you need to search effectively later: job titles, expertise, certificates
- Agree with the hiring manager, per requirement, what is a must and what is a nice-to-have
- Judge whether the vacancy is feasible — and raise it during the meeting
The result
A search brief agreed with the hiring manager, and an honest view upfront of whether the vacancy is feasible. No more wasted search hours.
02 Widening the talent poolFind more candidates without short-changing the hiring manager
What your recruiters learn
- Widen the search step by step when there are too few candidates: other job titles, longer commutes, related roles or industries
- See what each step costs — and who pays: the recruiter, the candidate or the hiring manager
- Know when to stop widening
- Make the case for a broader search to the hiring manager with numbers and real example profiles
The result
Enough candidates to choose from, even for scarce profiles — and a hiring manager who goes along because the proposal is well-founded.
03 Choosing the right channelsSpend search time where candidates actually are
What your recruiters learn
- The five ways to find candidates: your own database, CV databases, platforms like LinkedIn, the open web and offline networks
- Estimate per target group where candidates are, how active they are and how likely they are to respond
- Divide search time based on that estimate instead of habit
- Recognise when no channel works — and what to do then
The result
Search time spent on the channels where candidates actually are, instead of a little bit everywhere.
04 Finding candidatesFrom search plan to a list of real names
What your recruiters learn
- Have AI draft a search string (boolean) and check and improve it themselves
- Search each channel the way that works there, from your own database to LinkedIn
- Measure how many usable candidates a search produces, and adjust
- Work within data protection rules (GDPR) — something your organisation pays increasing attention to
The result
A list of suitable candidates in a short time, found in a way the recruiter repeats for every next vacancy.
05 Approaching candidatesTurning names into conversations
What your recruiters learn
- Write a message that a candidate who isn't looking still responds to
- Choose the right channel and medium per candidate: LinkedIn, email, WhatsApp, a voice note or simply a call
- Follow up in a fixed sequence instead of a single message
- Automate searching and sending smartly, without losing the personal touch
- Make use of a no as well: what it tells you about salary, other employers and the market
The result
More replies and more conversations with candidates who aren't actively looking — the candidates other employers don't reach.
With the whole team, or per recruiter
The whole team stronger, together
Intake, online learning and a tailor-made workshop with up to eight recruiters, at your office.
A good fit if
- Your team has four or more recruiters
- You want the whole team to work the same way
- Recruiters learn from each other's real vacancies and hiring managers
- Knowledge stays in the team, even when someone leaves
Help one recruiter move forward
Online learning at their own pace plus two hours of personal coaching on their own practice. Fully online.
A good fit if
- A new recruiter needs to become productive quickly
- One recruiter has a specific development need
- Recruiters in your team differ a lot in level
- 1
Intake
We look at your vacancies, your hiring managers and each recruiter's challenges.
- 2
Training
An online foundation, then a workshop using your own vacancies as practice material.
- 3
Embedding
Commitment cards per recruiter and a learning KPI, so the difference becomes visible.
Discuss in 30 minutes what this training can do for your team.
- The two or three places where your team leaves the most on the table
- What you can do about it tomorrow, even without training
- If it fits: what a programme would look like for your team
For corporate recruitment teams, discussed with the recruitment manager.
You talk directly to Sandor Snoeren, founder and lead trainer — not an account manager.
Prefer to call or message? 06 36 19 85 17 · WhatsApp
Pick a time yourself
A 30-minute online sparring session at a time that suits you.
Team Track: if the first training doesn't work for you, we stop and the rest is cancelled.
The calendar opens via Calendly, only when you click the button.
Prefer me to call you?
One of eight trainings
Together they cover the entire chain from vacancy to first working day. Take them individually, or as a complete programme.
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01
Job intake
Get the vacancy sharp with the hiring manager before you start
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02
Working with hiring managers
From order-taker to sparring partner for the hiring manager
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03
Candidate management
Guide candidates through the process without losing them
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04
Writing job ads
Job ads that attract the right talent
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05
Sourcing
This training
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06
Job marketing
Get your vacancies seen by the right people
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07
Talent pooling
Keep candidates warm for the next vacancy
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08
Successful selection
Better assessment, better hires