Employees are the lifeblood of any workplace. But most recruiters would agree that some resumes don’t reflect the best talent available. Companies should focus on the best recruiting sourcing strategies to excel in the competitive business world.

 

What is Talent Sourcing?

Talent sourcing is identifying, researching, and engaging the best potential candidates who may be a good fit for the organization. It’s a broader task of building a solid talent pipeline. Only companies with a talent sourcing strategy for recruitment get a pool of qualified candidates when new positions open up.

 

Why Sourcing Talent is Beneficial for Your Business? 

Sourcing strategy for recruitment including many advantages. Companies enjoy many long-term benefits:

Reduces Time and Cost of Hiring

Searching for the best talent can be time-consuming. On average, filling up an open role can take up to 40 days. But when you constantly search for candidates, it’s easier to fill positions when they come up. With a vetted pool of candidates, you save time and money.

Improved Quality of Hires

As you improve your sourcing capabilities, you get quality hires. Plus, you get a better understanding of the job requirements. Passive candidates also mean that the applicants are not actively searching for new opportunities – this gives you a competitive advantage.

Helps to Build Employer Brand

The technical recruiting team gets in touch with passive candidates and updates them with the new roles so they trust the company over time. You can introduce your corporate values, goals, and missions, which is crucial for new candidates to see if you are on the same page. 

 

How to Build a Sourcing Strategy for Recruitment in 2023?

If you consider utilizing recruiting sourcing strategies, these steps will help you to start in smoothly:

1. Build an Ideal Candidate Profile

Before you search for the best talents, you should build a candidate profile. This is where you include the preferred traits, work experience, education, and must-have qualities. This is the benchmark you use to source potential candidates.

2. Understand the Job Specifics

You should understand every detail of the job requirement. More specifically, you should liaise with the recruiting manager to ensure you’re on the same page. Beyond that, you can ask the hiring manager if he can consider candidates working at the level you hire for. This further widens the pool of talent.

3. Choose the Location for Hiring

Will it be remote recruiting or in-house recruiting? A good recruiter will always find multiple sources of talent, regardless of where they work. Remote recruiting doesn’t have geographical boundaries when looking for candidates. And because it focuses on emerging markets, you’re bound to get talented candidates.

In-house recruiting, on the other hand, allows you to work directly with the organization you’re recruiting for. You focus on the talents within that organization. But again, you must work with the stakeholder and the hiring manager for an in-depth recruiting strategy. Don’t forget to analyze the market, because nowadays there are a lot of IT recruitment challenges.

4. Sourcing Pipeline

If you have captured the successful candidates on your applicant tracking system, things can get simpler. The best approach is to capture the details of your CRM. After you do the hard work, you don’t have to repeat the process. Did you know that candidates who have previously applied for a specific position are more likely to respond to a recruiter outreach? You should always ensure the pipeline has new candidates – you never know when they can become relevant. This will save you time in the future. 

5. Employer Brand

You should market your company to a specific group to attract potential talents. You can brand to attract customers and your employer too. Think about it – millennials want to connect emotionally with the company they work for. Why not give them something they can connect with?

6. Think Creatively about Online Channels 

Many online platforms cater to a specific skill set or talent – the internet has possibilities. While most potential candidates leverage LinkedIn, the key is understanding your candidates better so that you can know where to find them. Instagram is also a good platform for interacting with qualified candidates quickly. Other platforms you can reach out to industry experts include Twitter, Slack, Facebook, Indeed, Meetup, etc.

7. Passive Candidates

Since talent sourcing is ongoing, you should remember the total candidate pool. With that in mind, you should keep in touch with passive candidates. You should ensure the communication channels are open to keep them abreast of the company’s progress.

 

Conclusion

You should consider the long-term benefits if inbound and outbound sourcing is separate from your recruitment strategy. You can benefit from your talent-sourcing operation with a clear plan in place. If you aren’t sure about your skills in sourcing and recruiting – give it to HR Bit.