Published on May 9th, 2023
Sourcing candidates can be a challenging process for recruiters with an average of 27 days being spent on filling a newly open position. In today's competitive job market, recruiters must stay on top of their game to attract and retain the best talent. HireQuotient can assist you in making this process significantly shorter and easier. Here are some tips for sourcing candidates that recruiters can use to help them stay ahead of the curve.
Before you begin your candidate search, it's essential to have a clear understanding of the position you're trying to fill. Make sure that you have a well-defined job description that outlines the role's responsibilities, requirements, and qualifications. This will help you target your search to candidates who have the necessary skills and experience for the position.
We can help you in doing so with our job description builder to quickly create the ideal job description, concisely describing all the details and qualifications pertinent to the position or role.
A noteworthy tip for sourcing candidates and maximizing your candidate pool, is to use multiple sourcing channels. There are many different ways to find candidates, including job boards and employee referrals. Each channel has its own unique advantages, so it's important to use a mix of them to get the best results.
Some of the most effective channels for sourcing candidates are :
Currently one of the most effective tips for sourcing candidates is to build a strong employer brand. Your employer brand is your reputation as an employer and the values, culture, and benefits that your company offers. Candidates are more likely to apply for a position if they feel that your company aligns with their values and offers a positive work environment.
Passive candidates are those who are not actively looking for a new job but may be open to considering new opportunities. These candidates can be a valuable resource for recruiters, as they are often highly skilled and have experience in the field or industry you are interested in. Passive job seekers also account for 73% of all candidates. Additionally, according to a survey conducted by LinkedIn the number one reason people choose to change jobs is a career opportunity. A tip for sourcing candidates who are in the category of passive candidates, is to use LinkedIn and other social media platforms to build relationships and promote your company's brand and job openings.
Diversity and inclusion are critical considerations in the recruiting process. According to the aforementioned survey by LinkedIn, 27% of candidates say they are seeking caring work environments. By focusing on these factors, you can attract a wider range of candidates and create a more inclusive work environment. This can lead to a more diverse and productive workforce, as well as improved company performance.
Technology can help recruiters streamline the candidate sourcing process. This has been made more apparent following the pandemic as 79% of companies currently utilize automation and AI powered tools in their recruitment and hiring practices. There are HR software solutions that can help you manage candidate resumes, track applications, and streamline communication with candidates. A great tip for sourcing candidates is to utilize the latest recruiting tools that can help you source more efficiently by automating certain aspects of the process, such as resume screening and candidate matching.
Three of the most common tools to get you started are
Personalizing your messages is a severely underrated tip for sourcing candidates. When you enter the stage of direct communication with the candidate, it can help you build stronger relationships with them and improve the overall candidate experience. Personalization can involve addressing candidates by name, referencing specific details from their resume or application, and tailoring your messages on what you can offer them according to their interests and experience.
Social media can be a powerful tool for sourcing candidates. Not only does staying active on social media platforms help you build relationships with potential candidates but it can also develop and promote your employer brand. You can also use social media to share job openings and other recruiting-related content. Your company’s social media profile should not only be dedicated towards marketing but is also often the first glimpse that a person or potential candidate gets into your culture, products, programmes, etc. Therefore a great tip for sourcing candidates is having a team dedicated towards building a strong online community using your company profile, engaging with them and showcasing all the reasons one would choose to work at your organization. This can also be facilitated by using employee testimonials and social media posts focussed on the company work culture and workspaces.
Here is one last tip for sourcing candidates...
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 with the use of automation. Utilize our job description builder to quickly create the ideal job description when you decide to hire and 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 with our pre screening you can sort out candidates and find the ideal candidate in under 5 minutes!
HireQuotient integrates with sourcing on LinkedIn through our new product EasySource, which allows you to sort between the multitude of candidates available on LinkedIn based on the categories that are important to you. Systematically filter candidates based on the job title or location of the work to quickly obtain candidates that are needed on short notice. Get a list of candidates sorted according to the relevant experience, skills or education demanded of the job or role in question. We also make it possible to filter candidates based on the industry, course and authorization for work in the US. Therefore you get access to an immense pool of candidates, boiled down to the ideal candidates for your needs.
HireQuotient also provides an entire plethora of skill assessments that you can employ in gauging the skill of your employees. Our repository is constantly updated with the latest industry relevant tests and assessments pertaining to all non-tech related positions. The questions are created by dedicated subject matter experts in the relevant industries and are categorized based on the difficulty levels so that you can effectively assess the candidate you choose to hire.
All of this is available in a few clicks of your mouse, so check out the company website to book a demo or get on a call with our experts here at HireQuotient for all the tips for sourcing candidates and learn how we can help you hire and streamline your hiring practices.
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