Candidate Sourcing Solutions
Candidate sourcing is the cornerstone of any great recruiting strategy. When a great hire is made, it’s usually because someone has done their research and produced a talent pipeline for recruiting and talent acquisition to pull from.
Sourcing and research are generally used as interchangeable terms, but while they are incredibly complementary, they are not the exact same.
This begins as broadly demographic in nature and generally produces reports that detail the entire available talent pool for a given position in a given area. This can include those who are currently working in the desired position elsewhere but can also include information about the educational pipeline that exists in the region, as well as mapping positions that may lead to a qualified candidate in 6-18 months.
Candidate sourcing gets even more granular. When armed with candidate research reports, a talented sourcing team can pull up specific lists of candidates for the recruiting team to follow up with by including their contact data. Sourcing works hand in hand with both candidate research and candidate recruiting, by preparing the next stage of the candidate or talent pipeline.
Research and sourcing can overlap considerably. In fact, many sourcing teams and outsourced sourcing solutions companies or on-demand recruiting firms operate in both areas of expertise. Companies use these two disciplines in concert to:
- Leverage an in-house sourcing team during a period of growth.
- Ensure internal recruiters have an always-fresh pipeline of talent.
- Create a sourcing presence in a new industry or location.
- Ensure you are equipped to hire at scale.
- Assist with seasonal hiring issues.
The IQTalent Diamond Recruiting Process: A Closer Look
Experts have been saying that the marketing funnel is dead. When it comes to recruiting, sourcing, and talent acquisition we couldn’t agree more.
We prefer to view the process as a diamond, because like Aladdin we, as recruiters, are looking for “diamonds in the rough,” AKA the best candidates. Diamonds are a recruiter’s best friend. And, an incredibly efficient candidate selection process when it comes to getting the best talent. Why? Because we’re all constantly searching for the next shining candidate to bring the company to the next level.
The IQTalent Diamond Recruiting Process is built on the premise that while a candidate funnel is one of the most-used terms in the sourcing and recruiting worlds, it’s also the least useful. At IQTalent, we have quite literally turned the box on its head to create the IQTalent Diamond Recruiting Process.
Instead of a funnel shape, the IQTalent Diamond Recruiting Process starts with a tight focus (the tip of the diamond) on the Ideal Candidate Profile. Our team takes the time to Calibrate the Ideal Candidate Profile; from discussing current employees that fit into the role, to creating a candidate persona that encompasses the necessary and desired traits for the job, we leave no stone unturned in our quest to ensure we’ve calibrated the Ideal Candidate Profile correctly.
In the Calibration process, we test, identify, verify internally and externally and delve into company Culture, and ensuring that not only does our Ideal Candidate Profile meet the job requirements, but they will be a culture fit inside the company. In the aforementioned funnel model, this step often comes last, however moving this to the front of the process as we create the Ideal Candidate Profile allows sourcers and recruiters to keep that narrow focus and eliminate the time and energy spent on candidates who will not ultimately be a match.
Collaboration is a crucial piece of the IQTalent Diamond Recruiting Process. Armed with the Ideal Candidate Profile, and vetted against Culture, the sourcing team, hiring manager, recruitment pros go into action. Because the Ideal Candidate Profile is so detailed and offers multiple ways to seek out this carefully Calibrated Candidate, the Collaboration process offers a strong selection of candidates from which to choose.
And that’s where the IQTalent Diamond Recruiting Process ends. With the Candidate. As we again narrow the focus to select the most qualified Candidate (by definition the one who most closely matches the Ideal Candidate Profile), we come to the final point of the diamond and make our selection.
The IQTalent Diamond Recruiting Process allows sourcers and recruiters to start with a tightly focused Candidate profile, Collaborate across the enterprise, align Culture to sourcing in the beginning, and results in the right Candidate for the role and a healthy talent pipeline for future sourcing efforts.
Download the IQTalent Diamond Process Infographic
The Four Cs of Great Candidate Sourcing
Candidate sourcing has a number of solid models from which to choose. Once considered simply a subset of recruiting, sourcing has become a respected part of the talent acquisition process. Here are 4 principles that guide great candidate sourcing teams:
Collaboration in candidate sourcing means that each team in the sourcing and recruiting process works together seamlessly, side by side. For this to work well, technology and process need to be simple, intuitive, and agreed upon by all team members.
Don’t wait until you are frustrated with lower-quality or misaligned candidates to create a candidate profile. Calibration of an ideal candidate profile makes alignment across the whole sourcing and recruiting team simple.
A cohesive framework, as agreed upon by sourcing and recruiting team members, should be applied across all candidate pools to ensure candidate quality, and adherence to the process, as well as an unbiased sourcing team.
Once candidates have been selected according to the framework put in place, the sourcing team works within the company to assure they select the candidate who fits the culture of the hiring organization.
The History of Candidate Sourcing
Can you believe you once had to physically mail in your resumes and cover letters with Rolodexes and job postings in the newspaper? What about faxing them in? Traditional methods such as these were focused around human connections and the fact people typically stuck with a company for long periods, if not their whole career.
Putting job listings in newspapers was a surefire way to get flooded with resumes. Local employment office postings, temp agencies, and internal hiring were other ways companies researched and sourced candidates. Local employment office postings were put where people were likely to be looking for a job. Temp agencies made it easy for recruiters to find people in specific fields. Internal hiring, which is still used today, promotes employees, and is a simple and effective way to fill the position.
Old sourcing and recruiting tactics solely revolved around the people-based industry and making connections. Once the connection was made, recruiters would get the job candidate approved by the hiring manager and their job would be done. Sourcers and Researchers often didn't have any visibility into the candidate experience once they were identified and/or contacted. Now, because of new software and more transparent processes, we get to see how the candidates progress through the process.
As our sourcing strategies continue to move beyond traditional methods, and even beyond what passed as sourcing a few years ago, our approach to sourcing for today and tomorrow must change.
Candidate Sourcing For the Modern Age
Throughout the last year, it has been difficult to pin down top talent. With the disruption to business operations, furloughs, and layoffs in certain industries, many organizations have had to rework their strategies to accommodate these changes. Candidate sourcing in today’s modern marketplace needs to account for the shifts in workplace behavior, location (or lack thereof), and unstable market conditions.
As organizations begin to navigate candidate sourcing in our new workplace, recruiters need to capitalize on opportunities to create a personalized and positive candidate experience. Modernizing tried and true strategies can lead to an innovative solution that attracts the kind of top talent you need. Here are some reliable passive candidate sourcing strategies that can help you through this new age of candidate sourcing:e predictions about which companies and which industries would be solvent in the coming year.
However, here are some tried and true passive candidate sourcing strategies that can help you navigate this new age of candidate sourcing:
Create Better Job Descriptions
This means, writing to the person and not just about your company, including compensation upfront, and reconsidering your qualification list. Another smart move? If the position is now remote, say so!
To nail your job descriptions, follow these best practices:
- Avoid the third person. "The ideal candidate” sounds dry—incorporate language with “you” and “we” in it instead.
- Demonstrate a commitment to diversity within the description. How your company talks about diversity and inclusion will significantly impact whether your job posts attract a diverse pool of candidates. Postings that include even a basic equal opportunity employer statement will fill 6% more quickly than those that don’t.
- Use growth-focused language. Rather than terms like “expert” or “natural talent,” use language like “persevere,” “forward thinker,” and “opportunity to grow” to show that your company values growth within positions.
- Choose precise language. Using this language over vague action words to keep your descriptions succinct and straightforward.
Lean on Your Team
Employee referrals mean a LOT these days. Your employees are likely aware of how difficult everything was for their fellow employees and their employers. Not to mention, if their teams were reduced by even a little, they are likely excited to get some assistance as your company rebuilds.
DYK? 45% of employees sourced from employee referrals stay for longer than 4 years, while just 25% of employees sourced through job boards stick around for over 2 years.
Keep your team in the know about current and upcoming openings along with the job description you’ve already crafted. Even better — incentivize your referrals! Offer your employees referral bonuses for new hires (after meeting a probationary period) to keep morale high.
Don’t Rule Out Fresh Hires
You never know if someone’s dream job can turn out to be a nightmare. 31% of employees have reported quitting a job within the first 6 months. Just because a potential candidate has recently accepted a new position doesn’t mean you shouldn’t start a conversation with them.
Perfect Your Outreach
Knowing your audience is crucial — that generic message you’ve sent to 10 other candidates won’t cut it. And, it must be said, understanding the industry will help you navigate different professional values.
DYK? 78% of sales professionals say they would accept less money to work at a company selling something compelling, 66% of healthcare professionals are likely to accept less money to work at a company with a great culture.
TIP: Give them just enough information to pique their interest and respond, but you want to be careful about overloading them with too many details. Snag one of our outreach templates (our team swears by their effectiveness!)
Master Your Social Ads
Recruiters know social ads are an excellent way to target the right audience. But, do you know enough to stop top talent in their tracks? Some quick tips:
- See who already follows your company’s Facebook page.
- Try Facebook or LinkedIn job postings and have current employees share.
- Manually source candidates with creative search queries on all three networks.
- Hashtags, images, and a clear call to action can create a great deal of Twitter reach.
- Referencing a former common employer within your InMail outreach can increase your chances of getting a response by 27%!
Lean On A Talent Exchange Marketplace
Companies like IQTalent are building out talent exchanges to reduce the amount of legwork for sourcers everywhere. These platforms remove the hurdles of finding passive candidates by giving in-house recruiters access to lists of relevant passive candidates’ background and contact information. All you have to do is reach out and take the next step with your unique outreach strategy.
Because these platforms are so new, they can be incredibly cost-effective. Our own platform offers unlimited searches and research projects right at your fingertips.
With on-demand recruiting, organizations can hire at scale and recruit in accordance with market demands. This provides a buffer for recruiters — on-demand workers are hired under the agreement that their position is not permanent, so they only assist the organization when necessary. On-demand recruiting also saves organizations time and money by reducing costs associated with sourcing strong candidates and onboarding employees.
Candidate Sourcing Strategies to Build Your Talent Pipeline
Building a talent pipeline doesn’t happen overnight. But if you follow these tried-and-true strategies for candidate sourcing, you will be creating a healthy foundation for your team for years to come.
- Communicate with the Hiring Manager. Not only will this verify your team is sourcing quality talent, this also allows you to fine-tune your search criteria based on the team’s feedback.
- Source Your ATS First. Leverage your team's past efforts by beginning every search with the candidates your team has already deemed qualified to work at your organization.
- Diversify Your Online Sourcing Channels. Candidates may be more receptive to outreach messages on less conventional websites. The key is to understand your target candidates so you can better predict where to find them online.
- Use Your Employee Networks. Organizations can expand their talent pool 10 times by recruiting through their employees’ networks.
- Perfect Your Outreach Messages. Keep the message open and focused on the candidate – something like “Tell me about what you're looking for in order to make a move.”
- Build a Strong Employer Brand. Organizations that invest in employer branding are three times more likely to make a quality hire. 84% of candidates say they would consider leaving their current jobs if a company with an excellent corporate reputation offered them another role.
- Follow-Up with Non-responsive Candidates. Even if these check-ins don’t yield immediate results, you want to stay top of mind with your best candidates so you’re the first to know when they’re ready to make a move.
- Optimize the Application Experience. Test how long it takes a candidate to apply to any given open position and how many clicks it takes a candidate to fill out an application.
- Use Social Sourcing. Recruiters should invite employees to share company news and job openings across their personal social accounts.
- Be Aware of Traditional Sources. Traditional job boards, think Indeed and Monster, can create more challenges for hiring managers due to unqualified active candidates. Keep this challenge in mind when looking at your recruitment and sourcing spend.
- Discover Candidates Through Employee Referrals. Current employees have the potential to be the best hiring tool. 88% of employers rate employee referrals above all other sources for quality hires.
- Do NOT Overanalyze Resumes. If you can’t absolutely disqualify/rule out a candidate based on reviewing their resume in 10 seconds, pick up the phone and call them - you might be surprised.
- See Each Resume as More Than Just a Potential Match. While it’s easy to lose sight of that fact in today’s digital landscape, if you find yourself scanning a search result that appears to be under or over-qualified, remember not to make assumptions about candidates based on their resume/profile.
- Run Multiple Searches Across Multiple Sources. It’s impossible for one Boolean search to find all qualified candidates. It is also critical to leverage every resource you have available to you.
- Don’t Be a Sourcing Snob. Suppose you believe that job board resume databases are filled with “active” or “desperate” candidates. In that case, you might be surprised to know that approximately 75-80% of all resumes in the major job board resume databases are dated over 30 days old.
- Update Your Online Presence for an Effective Sourcing Strategy. Have you Googled your own brand to see what pops up? Optimizing your online presence is one of the essential ways of sourcing candidates.
- Learn About the Role From Employees. These insights will provide an opportunity to enhance the job description when talking to candidates, helping each person visualize themselves in the role.
Benefits of a Proactive Candidate Sourcing Talent Pipeline
We doubt you’ve gotten this far into a Candidate Sourcing Guide with an unsupportive company behind you, but while proactive sourcing reaps tremendous benefits, many sourcers and researchers struggle with getting such cornerstone activities to resonate with ROI-focused executives.
If you are trying to get internal buy-in from your leadership to invest in sourcing training or a sourcing process, here are just some of the benefits you can gain from having a proactive sourcing talent pipeline.
Reduce Time To Hire/Fill
Misconception: All of the candidates in your pipeline should be unemployed.
Real Talk: Absolutely not. 90% of global professionals are interested in hearing about new job opportunities, regardless of current employment status.
Benefit: A vast candidate pool puts you a step ahead of your competition in the hiring process, while also saving time in actively sourcing and narrowing down the ideal candidate profile to match what you’re looking for.
Increased Workload for Recruiters and Hiring Managers
Misconception: It will tax hiring managers even when we’re not in a hiring crunch.
Real Talk: Strategically filling your pipeline allows the recruiter to have a greater influence on hiring decisions.
Benefit: Using a standard model on which you base hiring decisions can eliminate bias and ensure the recruiter and hiring manager are on the same page.
Poor Use of Time/Resources
Misconception: Sourcers will not be working on current requirements when I need them to.
Real Talk: Using standard sourcing (reactive) practices, many recruiters feel their process is rushed. As a result, they overlook some of the best candidates.
Benefit: Shifting the focus to the pipeline model gives hiring managers greater confidence in their hiring decisions; they’re able to use their time to build relationships with each candidate instead of aimlessly cycling through a stale bag of candidates.
Strategically Measure Candidate Fit
Misconception: Every company wants the most qualified talent to work for them. That means skills matter most!
Real Talk: Focusing on hard skills alone won’t get you there. Even the most impressive talent won’t be successful long-term if they don’t fit in with your culture and values.
Benefit: By getting to know your prospective candidates early on (beyond their resumes), you’re able to gain more in-depth insight into their personalities and whether or not they would vibe with the rest of your team. By proactively building your pipeline, you’ll end up with a large number of high-quality prospects — hitting both quality and quantity right on the head!
Increased Offer Acceptance
Misconception: If we’re always building our talent pipeline, candidates will get frustrated when we don’t have immediate openings.
Real Talk: Those in your pipeline have been exposed to your company beyond your LinkedIn profile or website and have a detailed understanding of why working at your company is better than working elsewhere.
Benefit: Great candidates know their worth. For them to take your offer seriously, you need to offer them beyond what they expect. This will dramatically increase your offer acceptance rates.
Higher Retention Rates
Misconception: If we don’t get to the candidate first, our competition will hire them.
Real Talk: A rushed acceptance can result in employees regretting their decisions and ultimately becoming dissatisfied and beginning to look elsewhere.
Benefit: Instead of quickly filling open positions, employers and candidates can make calculated decisions prior to accepting an offer. Between your communication and offer letter, your new hire shouldn’t have any surprises after they start. Transparency between your organization and the candidate will result in a much higher retention rate versus the retention of hires found fresh from an online job board.
Candidate Sourcing Buckets to Balance Talent Pipelines
Building your talent pipeline will look different based on your specific variables. Industry, location, growth trajectory, employer brand, job families, and functions, the list goes on.
However, by starting with a fundamental framework for your talent pipeline, you can ensure that you create a healthy sourcing function for you and your team.
The Four Buckets Of Candidates That Compose A Balanced Pipeline:
- Passive Candidates
- Internal Mobility
Note: Not only should you source talent to have a balanced pipeline made up of the four buckets listed above — now you must make sure that the candidates from each bucket are diverse.
Pros: Referrals are, by far, the most accessible and efficient bucket of candidates. You typically have fewer referrals, but the likelihood of hiring someone from this category is much higher. Using bonuses can also increase the number of referrals. Your cost-per-hire for a referral can be very low.
Cons: If you’re not careful, your referrals could come from the same set of experiences and companies. You could end up with people who think alike, and if you’re not careful, you’ll have an organization, division, or group that all look alike as well.
Pros: Given the current economic climate, this can be a HUGE source of candidates with a broad spectrum of backgrounds. Traditional applicants can also have low cost-per-hire.
Cons: Given the current economic climate, this can be a HUGE source of candidates with a spectrum of backgrounds! You could end up with many applicants who aren’t qualified and end up only getting a few candidates that fit for the amount of effort needed to review the resumes.
Pros: You can hone in on candidates who have the experience you need using a myriad of tools (Seekout, Zoominfo, LinkedIn, etc.). The people you want to recruit will not always know you’re hiring, so passive candidate outreach is a great way to pull people into the process. You can ensure a diverse slate of candidates by leveraging diversity and inclusion sourcing and recruiting strategies.
Cons: Passive candidate recruiting can often be the most time-intensive and expensive option out of the four sourcing buckets. You can engage passive candidates through your internal recruiters or third-party firms. However, if you over-index or use too many keywords, you can often miss out on candidates who could be a fit, but don’t share enough information on the front end. The first call is often for selling the opportunity more versus screening, as you would with an active applicant.
Pros: Opportunity for career progression. Quick ramp-up time as current employees do not require the same level of onboarding.
Cons: You will need to backfill the person that moves to the other role or geography. The ideal internal candidates will not always be aware of the other opportunities within your company.
AI Candidate Sourcing and Traditional Candidate Sourcing Methods Combined
AI took the world of Talent Acquisition by storm. Due to confusion about just what AI could and could not do, and the conflation of automation with true AI, there was a great deal of talk about replacing recruiters and sourcers. However, the more we’ve seen AI applications within the world of work, we’ve quickly realized that nothing can replace a great sourcer or recruiter.
In fact, many smart TA professionals have decided to use these new technologies and tools to provide even more value to the talent pipeline and candidate sourcing activities. Supplement your sourcing strategies with these unique ideas:
Invest in Automation. While AI and Automation are not synonymous, automation is often powered by a small subset of AI. Leveraging AI to find and attract passive candidates is getting easier and more cost-effective every day.
AI technology crawls the web and collects and analyzes a massive amount of candidate data. This technology searches through anything from resumes to social media activity. Doing this manually just isn’t feasible. AI tech then predicts which passive candidates will be open to new career opportunities, and which likely won’t, making it easier for recruiters to prioritize those candidates.
Pick Up The Phone. AI technology can do many time consuming and less personal aspects of sourcing, but some candidates crave connecting with an actual human. Calling candidates can be a way to stand out. Be warned that this isn’t a great approach for every candidate. Some candidates, especially younger ones, may find phone calls inconvenient and dislike the impromptu nature of phone conversations. Try scheduling phone calls via text using a chatbot.
Use LinkedIn To Connect With Candidates. LinkedIn paid messages use AI and automation to help you send messages to candidates and audiences you might not be connected with but still share the same desired recruiting parameters you're looking for. The site discourages automated messages it deems as SPAM, so automate messages without coming across as being too spammy by personalizing your outreach. While AI and automation are great tools for sourcing, they're not end-to-end tools, and they're most effective when used hand-in-hand with human interaction via tools like personalized messaging or social communications apps.
Ask Recent Hires For Feedback On Your InMail Messages. Auto-responses might be a convenient tool, but AI and automation can only do so much. For example, you can automate a thank-you response for application submissions on a job posting and set up a chatbot to engage and screen candidates further, but follow-up with a personable message should be all you. Candidate engagement is the missing link to the AI and automation sourcing mix. Get honest feedback on your inMail messages by asking recent hires if your messages resonate with them.
Engagement in Candidate Sourcing
The sourcing process is much more than just compiling data from qualified candidates. Get to know your candidates on a personal level and build relationships with them while you research (and sometimes the relationship-building process is the research.) This is what we call engagement and contrary to popular belief, it should happen way before the employee stage.
Since sourcers are often the first people to connect with the candidates (thus potentially the first touch-point in your employer brand), training your sourcing team on engagement in candidate sourcing is crucial.
Attract Candidates Where They Are
The worlds of recruiting and sourcing are far beyond what they used to be, and tech-savvy skills and marketing backgrounds are now becoming synonymous with recruiting and sourcing strategies, but we prefer to call them “engagement” because, when you boil it down, you’re building a relationship with these people. That means looking beyond the usual suspects and finding where they are online today.
Candidates aren’t out in the world like Lionel Richie saying "Hello...Is it me you're looking for?" It’s our job as recruiters and sourcers to make sure we avoid assuming things about them and uncover the real characteristics and traits that qualify them for a position.
Kindle Candidate Interest by Learning Who They Are
In the Diamond Recruiting Process, “Diamond Candidates” are people that meet 90-95% of search criteria or more. As you can imagine, finding these candidates takes time, but that doesn’t mean candidates are just declared diamond from the start. Any candidate can become a diamond candidate with enough time, engagement, and relationship nurturing in your talent pipeline. How?
These enable recruiters and sourcers to learn what candidates and clients like, what their concerns are, and how you can help them.
Build Candidate Trust by Asking What They Want
One of your main objectives is to find out how the candidate fits into the company culture. So ask questions that fit their experience to uncover their mindset and interest. These questions and scenarios are key to gauging culture fit. Now, many of these questions will be based on your client criteria and your candidate personas so don’t skip that step. The goal is to see how they fit in and where. But couching that in asking about their interests and career goals is a great way to kill two birds with one stone.
Read More: Why You Should Be Sourcing Candidates With Engagement Strategies
Once you’ve engaged with a candidate, you must discover what motivates them. A candidate’s motivation can have a large impact on whether or not they become a successful employee and align with your company’s values. Staying on the same page as your candidates will play a large role in the success of your engagement and recruiting efforts overall.
Candidate Sourcing Outside of LinkedIn
Recruiters love to talk about how many great candidates come from LinkedIn, but the truth is it’s not the only social media platform with opportunities to engage candidates. While 94% of recruiters are active on LinkedIn, only 36% of job seekers are.
DYK? 1 in every 72 sourced candidates is hired, compared to 1 in every 152 non-sourced candidates, making sourcing more than 2 times as efficient as organic recruiting.
LinkedIn cannot possibly give a well-rounded view of all the candidates out there. Here are some ways to incorporate NON-LinkedIn sourcing strategies into your sourcing toolbox.
Twitter: Twitter is great for communicating with candidates, formally and informally. 80% of Twitter’s users are millennials. That’s a pretty huge margin for millennial engagement considering they are going to make up 75% of the workforce by 2025
Twitter To-Do: Create a Twitter list to organize your candidates and engagement. These lists enable you to organize the accounts and tweets you see in your feed. It’s basically like grouping the candidates you want to focus your attention..
Facebook: With over 2 billion active users, it’s hard to deny that the platform has audience reach. Chances are your candidates are on here, and Facebook can be a good way to establish a connection with them.
Facebook To-Do: To source candidates on Facebook, type in a search query in the search bar at the top of your Facebook page. Here are a few example queries to simplify your Facebook search:
[Title] who live near [Location]
People who work at [Competitor] and like [Job function]
People who like [programming language] and live near [Location]
[Title] who live near [Location] and speak [Language]
Instagram: Instagram (1 billion users) is all about pictures, so use it to show candidates your company culture! Its best use is for engagement. Offer a window into what work life is like at your company.
Instagram To-Do: Post every day. Waiting to post photos for photogenic moments like company parties or recruiting events creates a lot of missed opportunities. BUT avoid oversharing!
Employee Referrals: Your employees and coworkers all have their own networks and personal connections. These networks often contain a number of high-quality candidates who might be a good fit for your sourcing pipeline. Passive candidates are much more likely to consider an opportunity brought to them by a personal connection.
Employee Referral To-Do: Host a (virtual) meetup and ask each employee to bring the name of someone they’d love to work with! Reward each attendee with a coffee or treat for their help.
LinkedIn is a fantastic resource used by the vast majority of recruiters, which means they’re all there looking for passive talent too. Next time you’re tempted to over-index the B2B network, try one of the above tactics and expand your talent pipeline.
Efficiency in Candidate Sourcing and Recruiting
Candidate research, sourcing, and recruiting are all part of a healthy talent acquisition function. Each has its strengths, and each builds on the successes of the others. Creating a healthy and efficient talent acquisition process is not easy, but it is simple. No TA team or process is perfect, but by following the steps below, you are well on your way to becoming a fantastic candidate sourcing machine.
Build A Reputation Of Excellence
So many people think of sourcers as just sitting in an office with no contact with the outside world. Nothing could be further from the truth. Many sourcers are also recruiters (and vice versa.) As we discussed earlier, sourcers and recruiters are some of the very first touchpoints for future employees.
One of the best assets any business has at its disposal for talent acquisition is its brand. When people view you and the work you do as excellent, you tend to see an increase in respect from pools of talent. As such, building a reputation of excellence is first on the list.
Build A Referral Program
Referrals are incredibly important to building a balanced talent pipeline and as mentioned earlier, they offer additional benefits like retention increases and employer brand boosts. Here are some basic tips for building a successful referral program:
- Determine your offer – Be crystal clear about what’s being offered. Create formal documents to help with this.
- Comb internal pools FIRST – Ask current employees who they want to work with and which people they worked with in the past they may want to work with again.
- Send regular status updates – Once referrals start applying, keep them updated on everything from the status of their application to the offer/rejection. Both candidates and referrers want to hear back from you, so let them know what’s going on.
Set A Communication Schedule
Communication is just as important as it ever was and if you want to build a referral program and a reputation for excellence, you need to ensure yours is airtight. Here are some basic tips for creating a simplified communication schedule:
- Take advantage of free technology – Platforms like Google have a vast number of functions to assist with maintaining constant communication with candidates, free!
- Set reminders – Follow-up on communication with candidates ALWAYS. Sync alerts on your mobile device to address any questions or problems your candidates are experiencing ASAP.
- Network through follow-ups – The candidate experience isn’t over after the search has been closed. Focus on the follow-through to keep top talent in your pipeline for future positions.
Create A Strong Talent Framework
Talent frameworks are the scaffolding that ensures your process is consistent, supported, and understood by those interacting with your talent team. Here are some basic tips for creating a strong talent pipeline:
- Create a database – Whether it’s in an ATS or a basic Google spreadsheet, create a central hub for your pipeline.
- Stay in touch – Good communication doesn’t have to mean emailing candidates every day. Get to know your candidates so they know you’re invested in them.
- Have them meet the team – In addition to getting to know candidates, introduce them to your team. Maybe let them shadow an employee for a day to show them what life is like in the office.
Build-Out Your Onboarding Plan
Many teams are remote, hybrid or plan to be in 2021. Your onboarding plan is crucial. After all, you didn’t research, source, attract, nurture, and hire these people just to lose them in the first 90 days did you? Onboarding is so important that 69% of employees say they are more likely to stay with a company for three years if they experienced great onboarding. Here are some basic tips for creating an effective onboarding plan:
- Plan ahead – The future can be hard to predict, so having a flexible program in place that can adapt to changes is key. Having a network of referred candidates to interview if a new hire unexplainably quits and disappears after their first month on the job, having offer letters and new hire packages ready to send out at a moment’s notice, and creating videos to get new hires acclimated quickly are all great ideas to add to your onboarding plan.
- Outsource (if you need to) – Many factors go into a successful onboarding program. One such factor is using cost-effective planning strategies. When it comes to recruiting and sourcing, every penny counts. If it’s cheaper to outsource your onboarding and training, it never hurts to take advantage to save some much-needed capital.