A Comprehensive Guide to the Different Types of Talent Sourcing Techniques

With the competitive job market, it's important for organizations to have a solid sourcing strategy in place to stand out and attract top talent. Talent sourcing is an essential aspect of the recruitment process, which can help organizations identify and attract the best candidates for open job positions.

In this blog, we will explore the various methods of talent sourcing, including passive sourcing, active sourcing, and direct sourcing, and provide insights on how to effectively find and attract the right candidates for your organization.

But before we dive into understanding the types of sourcing in recruitment, let us have a glimpse of the differences between the two.

How to create your own sourcing plan?

A sourcing plan is a roadmap for attracting and recruiting top talent for an organization. Here are the steps to create a sourcing plan:

Define your hiring needs: Start by clearly defining the roles you need to fill, the desired skills and qualifications, and the timeline for hiring.

Assess your current sourcing strategies: Evaluate your current sourcing methods and determine which ones are most effective and which ones can be improved.

Identify target sources: Determine the best sources for attracting top talent for each role you are hiring for. This may include job boards, employee referrals, professional networks, and social media.

Create a budget: Allocate a budget for each sourcing method and make sure to consider both direct costs (such as advertising or recruiter fees) and indirect costs (such as employee time spent on sourcing).

Develop an outreach plan: Outline how you will reach out to potential candidates, including the channels you will use, the messages you will send, and the frequency of outreach.

Define metrics and KPIs: Determine how you will measure the success of your sourcing plan, including metrics such as the number of candidates sourced, the time-to-hire, and the cost-per-hire.

Implement the plan: Put the plan into action and regularly evaluate its effectiveness. Make adjustments as needed based on your results and feedback from hiring managers.

Continuously refine the plan: Regularly review your sourcing plan and make changes based on changing hiring needs and the results of your metrics and KPIs.