Candidate Sourcing includes proactively looking for and connecting with qualified candidates to fulfill your organization’s job requirements. Sourcing frees you up to immense areas of the talent pool you didn’t approach previously – among both passive and active candidates who in any case wouldn’t apply since they don’t think about your organization’s opportunities. Sourcing permits you to assume responsibility for your pipeline and start discussions with the talents you truly need.
“Only 36 percent of the workforce is actively looking for a new opportunity at any given time, but an entire 90 percent is willing to talk and learn more.” – LinkedIn 2016 Talent Trends
Regardless of whether you secure candidates on job boards, through employee referrals or social media, or from other applicants provided data, powerful and fruitful sourcing requires an essential strategy.
Table of Content
- What is Candidate Sourcing?
- 5 Steps To Building A Robust Candidate Sourcing Strategy
- Step 1: Job Posting
- Step 2: Re-Target
- Step 3: Job Promotion
- Step 4: Build your Brand
- Step 5: Effective Discovery System
- Tips for effective Candidate Sourcing
A candidate sourcing strategy can boost a company’s reach and outcomes. Below are five steps that will help in building a “robust” candidate sourcing strategy.
5 Steps To Building A Robust Candidate Sourcing Strategy
Step 1: Job Posting
Candidate Sourcing should include everything from publicizing on job boards to directing profoundly focused effort endeavors to arrive at quite certain, narrowly qualified applicants.
TurboHire offers a One-click job posting feature in which the platform will post all the details regarding the job description on all job boards with a single click. So, it only takes a time of one job posting to post a job in all free and premium job boards. TurboHire has integrated with Job Boards like Indeed, DICE, and CareerBuilder to market your jobs on Social media handles like Google Jobs, Facebook for Jobs, and LinkedIn.
For the most part, dynamic procedures, for example, job ads, social media, postings, career site listings, and job fairs apply admirably for passage level positions, while strategies, especially for the passive candidates (direct calls and messages, systems administration and references), turn out best for proficient level talents.
Step 2: Re-Target
For most organizations, re-targeting applicants is a missed chance. Despite the fact that practically all – 99 percent – of organizations accept reconnecting applicants will help them construct their talent network and ensure their brand image, less than half of businesses actually go through it.
An AI-powered ATS system is a big help in this step. In order to keep track of candidate-specific abilities, number of declined candidates, number of potential candidates, an ATS system is definitely a must.
Candidate Retargeting with TurboHire allows you to draw in with job searchers at some random point in the candidate venture. For instance, it could help you to show an advertisement advancing a forthcoming recruiting event to everybody that browsed your career page, yet didn’t apply to any open jobs.
Step 3: Social Promotion
LinkedIn, Facebook, and Twitter: posting jobs on these platforms help you increase the visibility of your job ads among potential candidates.
Some broad tips to remember when you’re posting a job on a social media platform:
- Keep your post short.
- Make it clear it’s a job promotion.
- Incorporate significant data.
- Hype your company’s culture.
- Make it easy for candidates to apply.
TurboHire has a unique feature for promoting jobs on the social media platform. With this feature, the recruiter can at the time of posting a job, can promote jobs on social media websites like LinkedIn, Facebook, and even post the jobs on personal networks such as WhatsApp and Telegram. There is also an option to forward it to mail ids. This feature has been included because LinkedIn is a source of quality candidates and Instant messengers like WhatsApp and emails will help in targeting the right set of candidates faster.
Step 4: Build Your Brand
The reason a candidate has been responding to your job postings or has been ignoring it is your company’s brand. Employer Branding lately has become a vital element for sourcing candidates. Candidates almost never respond to jobs if they have a negative idea of your company.
Employer Branding is basically how you market your organization to wanted job searchers. You can do this by exhibiting your association’s remarkable cultural differentiators, and afterward attempting to intensify them so you can situate yourself as a top work environment. An employer brand — or what is otherwise called your “talent,” or “individual” brand — is tied in with characterizing the embodiment of your organization, both how it’s novel and a big motivator for it and afterward making and adjusting those goals to individuals you’re hoping to draw in.
TurboHire has tools for finding the candidates for a job in the existing database of organizations. This helps improve employer branding as it goes out for candidates who have already applied in the past. Our platform provides a candidate-friendly Career Page that allows candidates to automatically match to open positions. You can have a first hand experience right here.
Step 5: Effective Discovery System
Candidate Discovery is a tool in the applicant tracking system which allows the recruiters to easily search correspondences and feedback of the past applicants and understand the requirements of the hiring managers based on the search parameters. It creates a standardized approach of hiring based on machine learning to match job seekers accurately with the job requirements.
Finding the best candidates to hire has been one of the greatest tests HR experts face. The absence of access to the appropriate information and manual undertakings has resulted in inefficient hirings. This problem can be solved by using TurboHire’s special Evaluation Engine for the efficient screening of candidates.
How does TurboHire’s Candidate Discovery system work?
- TurboHire converts resumes into Smart Cards so it is easy to look into the whole profile of a candidate.
- It uses proprietary company datasets to search for candidates based on the company’s context.
- TurboHire Smart Search allows you to do Google-like searches on your candidate database.
- TurboHire builds a LinkedIn-like candidate network for recruitment.
Tips For Successful Candidate Sourcing
- Explore beyond basic searches.
- Use Boolean Searching techniques.
- Track potential online sourcing channels. Example: GitHub, Behance, and DeviantArt.
- Use AI to match candidates with jobs.
- Use Employee Referral Programs.
- Sync with Hiring Managers.
- Track your Sourcing Records.
- Background check on potential candidates.
The TurboHire Impact in Candidate Sourcing
Assuming a working day to be 8 hours, the time taken to post a job in multiple job boards without TurboHire will be 0.75 day, and using the TurboHire platform is 0.19 day. The time improvement provided by the platform in this stage of recruitment is 75%.
The best candidates are in such high demand that it’s important to be more vital on the off chance that you need to win them for your group. At the point when the opposition for top-level ability is high, you need to go out and discover the type of candidates you need for your association to succeed.
Bonus read! Candidate Sourcing With TurboHire
The above-mentioned strategies and tips can help you fill your pipeline with qualified talents so you can pick the best recruit for your team.