Many recruiters agree that receiving many applications for a newly advertised position is a positive thing. However, while it signifies progress, the volume of resumes from candidates actively seeking work might not showcase the top talent. To secure the most skilled individual for the job, employers should also focus on passive candidates, who are often only reachable through talent sourcing.
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What is talent sourcing?
Sourcing talent is akin to generating leads in sales. Recruiters can use diverse approaches such as exploring online, networking, and referrals to seek out potential candidates who could seamlessly integrate into their organization. The goal is to undertake this search continuously, not just when positions are open. This would ensure that whenever a job vacancy arises or a new position is established, there is an existing roster of eligible candidates ready to step in.
What is the difference between recruiting, acquisition, and sourcing?
Talent acquisition refers to the overarching strategic procedure that includes both talent sourcing and recruiting. The process begins by generating interest in the employer's brand and initiating conversations with prospective candidates – this phase is known as talent sourcing. It concludes with interviewing suitable candidates, conducting background checks (if required), and onboarding new hires – and this is all part of the recruitment phase.
Talent sourcing process
A structured approach to talent acquisition can reduce stress when there is a high demand for filling positions. Below are some key steps employers can take:
- Determine job necessities
Before creating job postings, an important step for those in charge of talent acquisition is to consult with hiring managers to understand the necessary skills, educational background, and experience required for the role. Without this critical information, identifying qualified, ideal candidates can become a challenge. - Identify the ideal candidate
At this juncture, HR professionals start to align potential candidates with job specifications. They should also take the candidate’s personality traits and interests into account to see how they would fit in with the company's culture. This is an important consideration in addition to previous experience and skills. - Undertake research
Once recruiters are equipped with detailed job descriptions and insights into the perfect candidate, they are ready to sift through social media profiles, evaluate resumes, or participate in live events like job fairs. Using an applicant tracking system can be helpful during this phase. - Initiate contact
Reaching out to potential candidates should ideally be concise and tailored to the position applicable to them. The goal is to assess their interest in the position without overwhelming them. - Assess the candidate pool
Candidates who respond positively to initial outreach or express interest in the opportunity can be called in for an interview. At this stage, depending on the company's procedures, a recruiter or the hiring manager may be responsible for subsequent steps in the recruitment process.
Strategies and best practices for sourcing talent
Once the structure for the talent acquisition process is established, the next step is to put it into action. Companies that are considered desirable places to work often employ several tactics, such as:
- Enhancing the employer brand:
Organizations that are well-regarded and have a positive workplace culture tend to attract and retain talent more effectively than those viewed negatively by the public. Enhancing the company’s image through traditional marketing strategies and responding to feedback on online review platforms are effective ways to build a positive reputation. - Working closely with hiring managers:
Hiring managers typically have a deeper understanding of what the ideal candidate for a role looks like. They are instrumental in highlighting necessary skills and suggesting potential sources for finding suitable candidates. - Reconnecting with previous candidates:
Individuals who have previously applied for positions have already demonstrated an interest in the organization and may have also gone through some initial qualification checks. Focusing on these individuals can allow companies to skip several preliminary steps in the talent acquisition process. Many talent acquisition systems feature a talent community tool, which simplifies the process of reconnecting with past applicants. - Leveraging employee referrals
When a respected employee within the organization recommends someone, it is likely that the person will share a similar work ethic and could be a better cultural fit than an external candidate. This is why many companies offer incentives for employee referrals. - Broadening online recruitment efforts:
Using LinkedIn for recruitment is a good option. Additionally, recruiters can explore other online platforms that cater to specific niches or skills. This can help uncover talent in underrepresented groups. - Participating in networking events:
The convenience of technology can sometimes overshadow traditional recruitment methods like career fairs. Both in-person and virtual networking events offer the unique benefit of direct interaction, which can give recruiters a better sense of a candidate’s personality compared to online profiles alone. - Personalizing outreach:
Sending a generic or aggressive email prompt may not engage passive candidates. Effective recruiters tailor their messages and distribute them over several interactions to build engagement. - Evaluating and adjusting:
Monitoring metrics such as cost-per-hire, or time-to-fill allows companies to assess the effectiveness of their talent sourcing efforts. Should these performance indicators or the calibre of candidates fall short of expectations, it may be necessary to meet again with hiring managers to refine strategies.
Frequently asked questions
What is sourcing in recruitment?
Sourcing in recruitment refers to the process where employers actively seek out potential candidates who would be a perfect match for their organization. They employ various networking methods to engage with these candidates and keep them interested until an appropriate job vacancy becomes available.
Why is talent sourcing important?
The journey to finding the ideal candidate for a position can span from a few weeks to several months. By proactively sourcing candidates rather than responding to vacancies as they occur, employers can potentially shorten the time it takes to fill these roles and sustain their productivity levels.
What are the components of talent sourcing?
Key elements of talent sourcing include:
- Creating detailed job ads
- Evaluating the most suitable candidates for open roles
- Engaging with candidates via prompt, tailored communication
- Discovering candidates through digital platforms, face-to-face events, or recommendations from internal employees
What is a talent-sourcing strategist?
A talent-sourcing strategist is an individual skilled in networking with prospective candidates and building talent pools. The role can vary in scope depending on the organization's size and its specific talent acquisition objectives, so it can be a dedicated position or fall under a recruiter’s array of duties.
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This guide is intended to be used as a starting point in analyzing talent sourcing and is not a comprehensive resource of requirements. It offers practical information concerning the subject matter and is provided with the understanding that ADP is not rendering legal or tax advice or other professional services.
