Lesson 3 of 4
Where good candidates come from
Applicants, your own contacts, job sites and shared talent pools — and when to use each.
4 minbeginner
There are two ways to get candidates: they come to you (inbound), or you go to them (outbound, also called sourcing). Good recruiters use both.
Inbound: people who apply
- Your job post. Share the link on your website, LinkedIn and WhatsApp groups. Olibr lists your job publicly too.
- Referrals. Ask your team who they know. Referred candidates are often the best fit and stay longest.
Outbound: people you find
- Your own database. The CVs and contacts you already have. Most teams have hundreds sitting in old emails — import them once and they become searchable.
- LinkedIn and Naukri. Great for finding people, but the profiles stay on those sites. Olibr's browser extension saves them into your database in one click.
- Olibr Search Talent. A shared pool of candidates contributed by recruiters across Olibr. You can search it by skill, city, salary and notice period.
| Source | Speed | Cost on Olibr | Best for |
|---|---|---|---|
| Your job post | Days | Free | Most roles |
| Your own database | Instant | Free | Roles you've hired for before |
| LinkedIn / Naukri via extension | Minutes | Free to save | Specific or senior people |
| Search Talent | Instant | Free to search; contact reveals use a free monthly allowance | Filling a shortlist fast |
Start with what you already have
Before you go looking for new people, import the candidates you already know. It's the fastest win on day one — and it also keeps Olibr free for you.