Are you finding it difficult to find candidates who are suitable for your job openings? Recruiters either don’t receive any applicants at all, or get overwhelmed by a large volume of them. Sometimes other problems affect their ability to find candidates, such as job requirements changing faster than they can update postings, while everyone competes for the same talent pool. On top of that, there's often pressure to build diverse teams—which, while important, adds another layer of complexity. Lastly, there’s the platforms themselves that don’t make it any easier. For example, LinkedIn limits free job postings to one active post at a time, with restrictions on reposting the same job within seven days. Additionally, free job posts are active for 21 days and may have a cap on the number of applicants.
This article will explore some effective strategies for finding candidates for a job opening. We’ve done the homework for you and shortlisted the best strategies and resources that are all viable for recruiting in 2025.
Proven Strategies for Finding Candidates in 2025
1) Finding Job Candidates on Social Media Platforms
The shift toward social media recruitment is driven by its ability to reach both active job seekers and passive candidates—those not actively looking but open to opportunities. According to a 2021 study, 92% of employers use social networks to find talent, often ranking ahead of traditional methods like job boards and employee referrals. We all know the basics of using social media for recruitment: posting jobs, promoting your brand, and maintaining engagement with candidates. However, we have outlined a few key techniques you can use to elevate your social media recruitment game below:
- Use tools like Hashtagify to find relevant and trending hashtags for your job posting, such as #marketingjobs or #techhiring, to maximize reach and attract the right audience.
- Strategic timing of content is crucial—midday posts on professional networks generate higher engagement than late-night content[1]
- Using niche platforms like Reddit’s industry subreddits, such as r/webdev for developers, can connect you with highly engaged, industry-specific talent who may not be active on mainstream sites, offering a unique way to find candidates.
- Participate actively in LinkedIn groups related to your industry—whether marketing, tech, or HR communities. Share your expertise, answer questions, and occasionally mention job openings. This approach helps build genuine connections while positioning your company as an industry leader, naturally drawing qualified candidates to your opportunities.
- Use Facebook's ad tools to build "lookalike audiences" based on your current employees. You can leverage your contact lists or use the "Audience Insights" feature to create a custom group, then Facebook will automatically target similar professionals with matching interests and backgrounds.
2) Utilize Job Boards
Job boards are the bread and butter of SaaS recruitment. Effective job board utilization in HR demands a thoughtful approach to attracting suitable candidates for your SaaS company job openings. Here are some key methods to make the most out of job boards when it comes to recruiting for SaaS organizations:
- Instead of relying on general platforms like Indeed or LinkedIn, consider niche job boards tailored to your industry, such as Stack Overflow Jobs for tech roles, Behance for creative positions, and eFinancialCareers for finding financial staff.
- Research suggests prioritizing candidates with recently updated profiles on job boards can improve response rates, as they are likely actively seeking opportunities.
- To avoid a major hassle, use an Applicant Tracking System (ATS) like Manatal. With Manatal, applications from various job boards consolidate into one platform, automatically sorting applicants into the correct job openings—no manual data entry or tracking across multiple sites like Indeed, LinkedIn, Monster, and others.
Sourcing candidates shouldn't be hard.
When it comes to SaaS recruitment on job boards, consistency is key. Regularly refreshing job postings, optimizing job descriptions with relevant keywords, and engaging with potential candidates through direct messaging can significantly boost visibility and application rates. Additionally, tracking job board performance metrics—such as click-through rates and conversion rates—will help refine your strategy over time.
3) Find Candidates Through Employee Referrals
Referrals from employees are an awesome way to find candidates who already get our company’s vibe and values.
- Define clear rewards: Offer cash bonuses, extra vacation days, or gift vouchers for successful referrals that employees will want
- Simplify submissions: Create a user-friendly form where employees can quickly submit referrals and check status updates
- Market internally: Promote your program through company channels and share success stories that show real benefits
- Get feedback: Regularly ask employees how to improve the program and publicly recognize their referral contributions
4) Partner with Recruitment Agencies
Partnering with recruitment agencies gives you access to qualified, actively job-seeking candidates. These agencies streamline hiring by matching candidates to your specific requirements. Take a look at our article on choosing a recruitment agency. Using specialized tools, they ensure successful placements and better employee retention.
5) Using Dedicated Open Slack and Discord Communities
Professional communities are invaluable talent pools. These online spaces unite experts with shared skills and interests, making them ideal for discovering hard-to-reach, highly qualified candidates for executive positions.
Here's how to navigate these communities effectively:
- Identify where your target talent congregates. Search for relevant Discord servers or Slack channels that focus on your desired field—whether it's coding, AI, blockchain, or other specialties.
- Be upfront about being a recruiter while staying authentic and respecting community rules.
- Become a genuine community member by contributing valuable content and helping others.
- Watch for standout members who demonstrate skills through contributions and peer recognition.
- Send personalized outreach messages that highlight specific accomplishments and relevant role alignment.
6) Using Boolean and LinkedIn Filters
LinkedIn's search functionality proves to be an invaluable resource when one is deeply engaged in the process of talent acquisition, but most recruiters barely scratch the surface of what it can do. Don't be the person typing "marketing manager" and calling it a day.
is your secret weapon. Instead of scrolling through endless profiles, get surgical with your searches using AND, OR, and NOT. Like "Java AND (AWS OR GCP) NOT junior" instantly narrows down your results to the exact skill combo you need.
Tap into LinkedIn’s recruiter tools to unlock a range of helpful features and insights—like talent pool reports, talent insights, smart suggestions, InMail messages, or project options. These make it quicker and simpler for you to find and reach out to the right, well-qualified candidates.
7) Using Job Fairs
Job fairs are where employers and job seekers meet face-to-face. To maximize success, you should prepare by clearly defining the roles they’re hiring for and tailoring their pitches to highlight what makes the company an attractive workplace. Engaging with candidates on-site through interactive presentations or workshops can help create a memorable experience.
Select job fairs that align with your industry or the specific skills you need. This ensures you're meeting candidates who are already interested in your field, increasing the likelihood of finding a good match. Here is a collection of job fairs in the United States and the European Union 2025 we've compiled for you. You can choose to attend those that best match your requirements.
United States Job Fairs in 2025:European Union Job Fairs in 2025:
European Union Job Fairs in 2025:
8) Using Networking Events
Networking events are where professionals hang out and connect with people in their field. They're gold for building your candidate pipeline—you get to meet potential hires face-to-face and sell your company without the formality of an interview.
Here’s how to make the most of them:
- Find the Right Events: Determine the most suitable networking events for your target positions, such as industry-specific gatherings, alumni functions, professional association meetings, or online platforms. You can search for these using keywords, hashtags, or filters on social media or websites.
- In Preparation: Complete registration and associated fees, craft a concise professional introduction highlighting your organization, and prepare digital business cards for efficient information exchange.
- During Attendance: Maintain professional authenticity, engage in meaningful dialogue with attendees, demonstrate attentive listening, share relevant expertise, and exchange contact information with appropriate individuals.
- Send professional acknowledgments to valuable connections, establish formal networking links on professional platforms, and extend invitations for exploratory discussions regarding potential employment opportunities.
That’s it! You’ll be making connections and finding great candidates in no time.
Wrapping it Up
Finding good job candidates can be challenging, especially when the market is competitive. Several effective strategies can streamline this process: posting on employment boards, soliciting employee referrals, building a strong employer brand, utilizing resume databases, attending networking events, implementing digital screening tools, maintaining professional communication, and emphasizing organizational culture. These approaches will enhance both the effectiveness and efficiency of your talent acquisition efforts while ensuring alignment between candidates and company objectives.
Citation:[1] LinkedIn
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