Types of Candidate Sourcing

The biggest and most important change in recruitment is the transition to a candidate-driven market.

For the first time, there are more open opportunities than applicants, giving hopefuls greater incentive to apply. Recruiters and talent acquisition specialists work harder to stand out, attract top diverse talent, and develop a robust recruitment process because there are so many companies frantically searching for the same talent and abilities.

What is candidate sourcing?

Candidate sourcing involves the process of seeking, finding, and getting in touch with possible applicants for jobs that you are either currently recruiting for or will be recruiting for in the near future.

Finding qualified individuals is tough for 83% of organizations. By 2029, employers are predicted to face severe labor shortages in almost all US states.

As a result of these trends, difficulties like poorly written and/or non-inclusive job descriptions and poor candidate experiences may exacerbate the problem. Finding remarkable talent is challenging when the requirements are vague, unclear, or confusing.

This can damage the reputation of your company brand. It’s also possible that qualified diverse candidates won’t submit an application for a position with a terrible job description. Which, of course, means your talent pipeline is impacted by all of this.

Why is a sourcing strategy important?

A solid recruiting strategy is essential since it aids hiring managers in enticing qualified diverse candidates to consider available positions. With the use of these techniques, you can not only locate and hire highly qualified people but also find people who share your company’s values. This may inspire workers to stay with the company longer and significantly improve the work environment as a whole, initially raising retention rates.

Effective recruiting sourcing strategies for hiring managers

To reduce the impact these changes have, it’s important to create and follow a well-designed candidate sourcing strategy. Using the right candidate sourcing strategy will help you find a suitable job candidate for any role you’re looking for, especially if you’re trying to build a diverse, equitable workplace.

Create specialized personality profiles for each job to help you understand the type of person you should interview and how to engage them. Knowing where to go is important. Creating a candidate profile to find new talent in an industry is a wonderful way to use diversity in recruitment. It is crucial for the job description to represent a candidate who first contacts the organization.

The best candidate sourcing techniques for recruiters

Sourcing candidates through employee referrals

This is one of the tried-and-true talent sourcing methods for recruiters to find the best candidates, and it never gets old. Why? Because it simply works. Employees who successfully refer an applicant for employment are rewarded through official employee referral programs offered by their employers.

Offering a referral fee to those candidates who recommend friends or coworkers who are later successfully placed is a very effective talent sourcing strategy tactic because it helps you find those passive candidates who may fit well in the company culture.

Sourcing candidates through online job postings

This seems  like a no-brainer that everyone does, right?  Not really. Although nearly all employers use online job sites, not all recruiters do. There are still some search consultants who are reluctant to include job boards and job postings into their candidate sourcing strategies.

This is because online job advertisements typically draw in active job seekers, but they aren’t the best methods for online recruitment strategies to find passive candidates. And it’s the passive candidates who are typically high performers at their current company, busy, and well compensated; they don’t even bother to look at internet job listings.

So, are job boards effective? Depending on who you ask, this candidate sourcing technique may or may not be effective.

Sourcing candidates through social media

In the last few years, LinkedIn has become “all the rage.” It has been included in the talent sourcing strategy of many businesses and recruiters. On nearly a daily basis, sourcers and recruiters “camp out” on social networking sites. They want to find excellent prospects and then hire them.

While it’s true that they also use other social networking sites for searching for potential candidates, LinkedIn is unquestionably the best and most widely used platform for finding and connecting with top diverse talent.

Sourcing candidates from within the organization

Organizations frequently use this method of recruiting talent, especially if they place a high priority on succession planning. Of course, using this approach eliminates the need for a company to use a third-party recruiter. This happens because the company itself has many skilled individuals who have the potential to advance. However, even though a new role would be with their present employer, the talent still needs to be persuaded to move.

Creating engaging outreach messages

Well-crafted, individual messages can attract, engage and convince top talent to learn more about your organization and the open roles you’re seeking to fill. Create a subject line that attracts applicants’ attention and motivates them to read your message and discover more about the opportunity you are offering.

Include pertinent details in the message that clarifies which of their qualifications you found impressive and led you to think they were a good match. Then, give a quick summary of the organization and the open position. The last part of your letter to prospects should discuss how you see them as valued team members.

Building the company’s brand identity

When you have a great company brand, candidates will be keen to apply for open positions and respond to your outreaches. There may be more applicants for well-known, well-liked businesses because people are often happy to mention that they work for a reputable company to others and to highlight it on their resumes.

Make sure the business continually receives positive feedback on social media and job-hunting platforms to enhance its reputation. If you come across any unfavorable reviews, respond to them on the company’s behalf to let the reviewers know you value their input and that the company will make efforts to address it and make improvements. To let others know that the organization is a terrific place to work, encourage employees to talk about their positive experiences there.

Implement an employee referral program

Referrals are often the best place to find qualified applicants. Ask your staff for recommendations, encourage them to suggest people who are qualified for your open positions, and think about developing an employee referral program as a perk.

Since employee recommendations are known to shorten the hiring process, enhance hiring quality, and boost retention rates, reward your staff with the money you save.

Track your recruitment process metrics

Track your metrics after each hiring phase to help you find excellent candidates for your talent pipeline more effectively. Review how often you attempted to reach out to applicants and which efforts yielded the most responses.

The next time you contact applicants, you can use this information to craft comparable communications that produce greater outcomes. To make sure you keep hiring candidates from that source, you should also research the areas where you identified the top applicants.

In addition, if you’re not meeting your diversity hiring goals, you can assess what could be adjusted for better results.

Cater to the candidate’s schedule

Be accommodating with the candidate’s availability as you work with them during the hiring process to show that you appreciate their time. To provide a summary of the role and company and discover more about their past, ask if they have time to speak with you on the phone for roughly 15 minutes. To accommodate their schedule, try to give them a few times throughout the week. The candidate will feel more appreciated as a result, which improves their perception of the business.

Use artificial intelligence tools to source qualified candidates

Passive candidate sourcing is the process of identifying and hiring candidates who are not actively seeking employment. You may narrow down the enormous talent pool by using an effective candidate sourcing strategy, and you’ll end up with qualified, enthusiastic, and available candidates.

Automation enables recruiting teams to create larger, more varied talent pools in less time. They can quickly locate people with the appropriate skills and expertise for each post thanks to AI-powered talent sourcing, which leads to higher-value hires. Adopting AI will enhance candidate matching accuracy and give you more time to concentrate on the human part of recruiting. For AI-powered solutions, look at staffing software with automated matching.

Use offline sourcing channels

While using online resources to find eligible applicants is a terrific idea, you can increase the size of your talent pool by adding offline resources to your recruiting process.

Attend a variety of events, such as job fairs, industry conferences, or seminars, to identify prospective candidates who have the qualifications you’re looking for. Ask for their contact information so you can call them later to provide them with more information about the position and find out if they’re looking for a new opportunity.

Review candidates who have previously applied

Since you spend so much time searching for and hiring talented individuals, you can draw people with attractive credentials who aren’t necessarily a good fit for a given position. Keep a database of all the candidates’ information and check it out when you need to hire for a different position. Check to see if any of these past applicants more closely match the requirements for the next open position.

Follow up with candidates who don’t respond

The initial cold outreach email you send might result in a few candidates responding, but you spent too much effort gathering information and compiling a list to stop there. Imagine if a salesman just contacted prospects once before giving up; they would never make a sale!