Published on February 1st, 2023
As a recruiter, sourcing candidates is one of the most critical aspects of your job. In today's competitive job market, finding the right candidate for a role can be a challenging task as according to a study done by SHRM, 83% of organizations are experiencing difficulties in finding qualified candidates.
The success of your recruitment process largely depends on your ability to identify, attract and engage the right candidates for your organization. In this blog, we will explore some of the best sourcing techniques and channels that recruiters can use to find the perfect candidate as well as the importance of using a variety of candidate sourcing methods
One of the most effective ways to source candidates is through an employee referral program. Employees are your best ambassadors, and they can provide valuable recommendations for potential candidates. By offering incentives to employees for referring quality candidates, you can tap into their network and access a pool of potential candidates. Employee referrals are often more reliable than other sourcing methods, as the employee is more likely to recommend someone they trust and have worked with in the past.
Social media has become an essential tool for recruiters to source candidates. Platforms like LinkedIn, Facebook, and Twitter can provide you with access to a large pool of potential candidates. You can use social media to post job openings, engage with potential candidates, and build relationships with them. Social media also provides an opportunity for you to showcase your organization's culture, values, and employee experience, which can attract top talent. Building a strong company profile on social media platforms goes a long way in this regard. It is also helpful to have a team that can monitor the pages and respond to applicants and the general public which contributes to building a strong employer brand.
Job boards such as Indeed, Glassdoor, and Monster are a great source for finding potential candidates. These platforms allow you to post job openings and reach a large number of candidates who are actively looking for new opportunities. Job descriptions ensure that applicants who meet the prerequisites are made aware of the potential for employment at your company. You can also specifically search for candidates who have the required skills and experience for a particular role.
Recruitment agencies are a time tested method of sourcing candidates that has consistently been used to secure a large set of applicants. These agencies have a vast network of candidates and can provide you with access to a pool of potential candidates that you might not have been able to reach on your own. They also have the expertise and experience to screen and assess candidates, saving you time and effort in the initial stages of recruiting.
Employee events and networking opportunities are great methods for sourcing candidates. By attending industry events, conferences, and networking sessions, you can meet potential candidates and build relationships with them. This can be especially useful for finding passive candidates who might not be actively looking for a new job but are open to new opportunities.
College recruitment can be a great way to source fresh talent for your organization. By partnering with colleges and universities, you can access a pool of potential candidates who are eager to start their careers. At the same time their college performance is well documented and faculty members can be provided as references to provide credibility to their skills and knowledge. This can be a cost-effective method for sourcing candidates and can help you find candidates who have the potential to grow and develop within your organization.
Candidate sourcing methods from colleges can take on the form of direct or indirect approaches. Direct approaches such as recruitment drives, job fairs and placement offers can help you actively seek out high performing students and access the entire pool of applicants at one go. Indirect methods such as having industry talks or panel discussions in colleges help generate interest within students which can lead to them choosing to apply to the company of their own volition.
Employee resource groups (ERGs) can be a valuable resource for sourcing candidates. ERGs are groups of employees who share common interests, backgrounds, or experiences. They take on the mission of fostering a diverse, welcoming workplace that is in line with the culture of the businesses they work in.
ERGs provide their greatest benefit when we are considering diversity when hiring new employees. Since they are motivated by the creation of a diverse and inclusive work environment, they are directly involved with marginalized groups of individuals and can assist you in finding candidates who can bring in new ideas and fresh perspectives for the company.
By working with ERGs that are aligned with the company’s values, you can tap into their network and access a pool of potential candidates who share the same values and interests as your organization for an easy cultural fit.
Your company website can also be a valuable tool for sourcing candidates. By showcasing your company culture, values, and employee experience, you can attract top talent to your organization. You can also use your website to post job openings and provide information on the recruitment process, which can help attract potential candidates to your organization.
Following all these external candidate sourcing methods we must ask the question, “Why look outside the company when you can look inwards? “ Internal hiring is the answer in this case as our company itself holds a pool of candidates that are prime for upskilling and reskilling and are looking to further their careers.
Internal hiring is a method of sourcing candidates that lets you fill vacant roles within the company while providing an opportunity for career growth. You can identify skilled employees within the company and determine which one of them possesses skills that could be better utilized elsewhere within the company or improved upon for filling a different role. This saves time and money for the company as no resources are used for onboarding and training the employee. By offering the prospect of upward mobility within the company, you can motivate existing employees to apply for the open roles while contributing to the employer brand and cutting down on the efforts needed.
Using different candidate sourcing methods can help you broaden your reach and access a larger pool of potential candidates. By combining various methods, such as employee referrals, job boards, social media, and college recruitment, you can reach a wider audience and increase your chances of finding the right candidate for a role.
Some of the best candidates for a role may not be actively looking for a new job, but they are open to new opportunities. By using different sourcing methods, such as employee events and networking opportunities, you can find passive candidates and engage them in a conversation about your organization and the role.
Using different sourcing methods can also enhance your employer brand and attract new talent to your organization. By showcasing your company culture, values, and employee experience through your company website, social media, and employee events, you can differentiate yourself from other organizations and attract the best candidates. A strong employer brand can also lower the cost per hire to half of what it was and reduce turnover rates by 28%.
Using different candidate sourcing methods can also help you save time and effort. Recruitment agencies, for example, can provide you with access to a pool of potential candidates and also screen and assess candidates, saving you time and energy. Internal hiring on the other hand, cuts down on costs by eliminating the resources needed when hiring a new employee. By using different methods, you can also streamline your recruitment process and make it more efficient.
Using different sourcing methods can also help you diversify your candidate pool. By reaching out to different groups, such as employee resource groups and college recruitment, you can access a pool of potential candidates who bring unique skills, experiences, and perspectives to your organization. This can help you create a more diverse and inclusive workplace and foster a positive and inclusive culture.
By using different candidate sourcing methods, you can stay ahead of the competition and attract the best candidates in the market. In today's competitive job market, using innovative and creative sourcing methods can help you stand out amongst the multitude of companies seeking candidates. It also helps you attract talented individuals to your organization.
Sourcing candidates is an essential part of the recruitment process. We have listed a variety of methods that you can use for sourcing candidates and the benefits of doing so. By using a combination of these methods, you can find the right candidates for your company while maintaining an edge over the competition.
Automate your candidate sourcing with HireQuotient’s AI assisted sourcing!
We at HireQuotient understand the importance and need for effective candidate sourcing. With access to over 600 million candidate profiles across the globe and a concise pre-screening procedure, HireQuotient can help you finish your candidate sourcing in days rather than weeks through automation.
Simply share the job description for your open position and you can access and communicate with HireQuotient’s vast pool of candidates via our targeted mass outreach procedures. This has saved over 70,000 hours for recruiters and our time benefits do not end there. Our pre screening allows you to sort out candidates and find the ideal candidate in under 5 minutes which lets you set up your interview process as soon as possible.
All of this is available at your fingertips so check out the company website to book a demo or get on a call with our experts here at HireQuotient to learn how we can optimize your hunt for the right candidate.
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