The more I work with recruiting matters, the more I come to realize the amount of effort and work you need to put in in order to get the best candidates possible. It doesn’t matter whether it is for a job opening or for participation in a case competition – it is all the same.
Advertising near and far will get you something. But it is my experience that there is a high noise-to-signal ratio in that way, and that you can quickly spend a lot of time and effort for very little result.
What seems to work better though is recruiting through precision. Basically getting someone to vouch for you and your serious interests. Going that way unlocks interesting candidates who are not really out there looking but may be interested in a conversation. And it has the potential of unearthing all sorts of different interesting profiles that might be an unconventional fit for something but nevertheless a potential fit given the initial screening. It really seems like the way to go.