Every company or recruiter’s dream is to find good, qualified, and competent employees that will easily fit in with the organization’s culture while being a great addition to the team. But finding such a perfect profile isn’t as easy as it seems. In fact, some might say it’s impossible. The recruitment process is long and tiring. HR departments are, after all only human, and are prone to choosing the wrong people for the job. In comes a magical tool that will help you run your HR department better. We’re talking about none other than sourcing candidates. Sounds too good to be true? In this article, we will share with you a number of tips on how to use sourcing as a recruitment method, as well as how to incorporate it into your HR strategy.
But first, what is sourcing candidates?
Sourcing is the prescient research of adequate candidates to fill either open posts, or ones that you expect to become vacant in the future. It is a rigorous and methodological process with many steps that insures ultimate compatibility between employer and employee.
Sourcing reduces time-to-fill, creates sustainable talent pipelines, and increases diversity.
What are the most common sourcing techniques?
As mentioned before, sourcing candidates requires a well thought of plan of action. This includes the use of many techniques, among which we will be treating the 5 most useful.
- Job listing:
Advertising vacant posts online is by far the easiest and quickest technique for sourcing candidates. It promotes your needs and shares them with a number of potential employees through a single platform called job boards, effectively providing you with a number of candidates to choose from. It also gives you a general overview of your concurrence and the kind of employees they are attracting. Sabiss recruitments currently helps companies all around the world find qualified candidates from Africa and the MENA region.
- Maintaining a talent pool:
This sourcing candidates’ tool requires the engagement of your talent acquisition team. It is up to them to maintain a database of potential employees for future reference. This can be easily developed through past candidates that have applied for other posts, among many other solutions. The key to having a functional database is by knowing how to manage it.
- Building a recruiter network:
Working with recruitment agencies can help you move things along when it comes to sourcing candidates, as they already have an array of talent pools for you to work off of. Building a recruiter network also allows you to benefit from their experience in picking candidates, and gives you more data to shape you HR strategy.
- Employee referral systems:
Your employees can be your number one sourcing candidates’ tool. Many companies are currently tapping into their human resources to ask for employee referrals through a well-functioning referral system. It is also a great way to motivate your employees, as you can offer them bonuses or other incentives for any referral that they make.
- Social media platforms:
Another great online technique for sourcing candidates is social media platforms. The advantage of using social media is having the ability to target a particular audience when in need of candidates. Today, LinkedIn, Facebook, and instagram are integral platforms to be used in your social media sourcing plan.
Where does sourcing candidates fit in your HR strategy?
The start to effectively sourcing candidates is planning your sourcing strategy.
Get to knowing what you’re sourcing for:
Take the time to study the post and its requirements. This step will help you create your candidate’s perfect profile. Define the important skills that are needed in your job, the related characteristics, and traits required to have in a candidate. As a result, you will be able to screen profiles faster and retain all the ones you are sure to need. Before even considering sourcing candidates, you should absolutely understand the job requirements. If possible have a talk with some hiring managers and recruiters to get an in-depth look at the post.
Think ahead when sourcing candidates:
To have a good strategy means to think of the future of your recruitment plan as well. When thinking of hiring new people, look for candidates for future vacancies that might appear. Always be on the lookout for new talent and seize the opportunity before it passes you by. According to Talentnow, 42% of employers worry that they will not find the talent that they need. That’s because talent is rare. Sourcing candidates helps diminish this worry by keeping you alert and vigilant enough to attract talents easily when sourcing candidates.
Broaden your search:
Almost everyone is the using the same online sources when sourcing candidates. To effectively source candidates, you must change your ways, and always look for different perspectives to single yourself out. Don’t be afraid to mix things up and try new tools from time. This will double your chances of finding your perfect profile, as you will be treating every niche appropriately, instead of using a one-size-fits-all kind of solution.
Monitor your sourcing techniques:
Every good strategy needs to include an analysis phase, where you get to monitor different metrics that represent your sourcing candidates’ strategy’s success or failure. You mainly have to reflect on things like:
- Number of connection initiatives made before getting accepted by a candidate,
- E-mail and messages engagement rate,
- The recruitment process’s length, etc…
All these factors will determine what are your strengths and your weaknesses in sourcing candidates. As a result, you will be able to further strengthen your strategy by changing what doesn’t fit your audience.
To sum up, sourcing is an effective tool that any HR department should consider implementing in their recruitment policy. However, it needs a lot of work and anticipation is key to succeed at sourcing candidates. Sourcing specialists are needed to provide their expertise and knowledge, but each company’s sourcing strategy can be different and personalized to fit its own needs and candidate’s profile. Sourcing candidates is all about knowing what your company wants, when will it need it, and where to find it.