Sourcing good candidates is a critical function of human resources, and it involves actively searching for, identifying, and engaging with potential job applicants. This process goes beyond simply waiting for applications to come in and requires a proactive strategy to find both active and passive candidates.
Key Sourcing Strategies
Sourcing is a multi-faceted process that uses a variety of channels to find the right talent. Here are some of the most effective strategies:
- Online Job Boards and Career Sites: These are a fundamental part of sourcing. Platforms like LinkedIn, Indeed, and specialized industry-specific job boards allow you to post open positions and search for resumes. LinkedIn, in particular, is a powerful tool for finding passive candidates—people who are currently employed but open to new opportunities.
- Social Media: Beyond LinkedIn, other social platforms can be valuable sourcing tools. Facebook and Twitter can be used to promote job openings and engage with potential candidates.
- Employee Referral Programs: Tapping into your current employees’ networks is one of the most effective ways to source high-quality candidates. Employees are more likely to refer people who are a good cultural fit and have the necessary skills. Referral programs also tend to have a higher conversion rate and result in hires who stay with the company longer.
- Networking and Events: Attending industry conferences, job fairs, and local meetups is a great way to meet potential candidates in person. These events provide opportunities to build relationships and learn about individuals’ skills and career aspirations firsthand.
- Talent Pipelines: Building and maintaining a talent pipeline is a long-term strategy. This involves keeping a database of potential candidates who have expressed interest in your company, even if there isn’t an open position for them at the moment. This “warm” list of candidates can be a valuable resource when a new role opens up.
- University and Alumni Partnerships: For entry-level positions or specialized roles, partnering with universities and colleges is a great strategy. Attending career fairs, speaking at classes, and engaging with alumni networks can help you connect with new graduates and experienced professionals.
- Boolean Search: For more technical or hard-to-find roles, recruiters often use Boolean search strings to perform highly specific searches on resume databases and social networks. This method uses logical operators like “AND,” “OR,” and “NOT” to filter results and find the perfect match.
The Importance of a Strong Employer Brand
A company’s employer brand plays a huge role in its ability to source good candidates. A positive reputation as a great place to work makes it easier to attract top talent. This reputation is built through:
- Employee Testimonials: Sharing stories from current employees about their experiences.
- Clear Company Culture: Highlighting your company’s values, mission, and work environment.
- Online Presence: Maintaining an active and engaging presence on social media and career sites.
A strong employer brand can turn a passive candidate into an active one and make a company an “Employer of Choice.”
Key Sourcing KPIs
To measure the effectiveness of your sourcing efforts, it is important to track key performance indicators (KPIs) such as:
- Time to Fill: How long it takes to fill an open position.
- Cost Per Hire: The total cost of filling a position.
- Source of Hire: Which channels are providing the best candidates.
- Quality of Hire: The performance and retention of newly hired employees.
After sourcing, the recruitment process of employees moves into the screening and selection phases. This is the stage where you evaluate the candidates you’ve found and choose the best fit for the role. The entire process culminates in the onboarding of the new employee.