Staying Ahead of The Curve: Tips For Sourcing Candidates

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.

1. Build a habit of developing clear job descriptions

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.

2. Use multiple sourcing channels

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 :

Job boards: Job boards are one of the most well-known channels for sourcing candidates. These platforms allow recruiters to post job openings and search for candidates based on specific criteria like industry and experience level. There are a variety of job boards available, from generalist sites like Indeed and Monster to industry-specific boards like Dice and Wellfound (formerly known as AngelList).

While job boards can be an effective way to reach a large number of candidates, they also have some drawbacks. They can be costly, particularly for premium job postings, and candidates on these platforms are often bombarded with job listings, making it cumbersome to source and interact with the candidate you desire.
Social media: Social media platforms like LinkedIn, Twitter, and Facebook have become increasingly popular channels for sourcing candidates. A useful tip for sourcing candidates in particular is to use LinkedIn as it is a professional networking site that allows users to showcase their work experience and connect with other professionals in their industry.

Recruiters can use social media to post job openings, engage with potential candidates, and promote their employer brand. They can also use social media to target specific groups of candidates based on location, industry, and other criteria.
Referral programs: Employee referral programs are a powerful tool for sourcing candidates. These programs encourage current employees to refer qualified candidates for open positions, often with a financial incentive. Referral programs can be a win-win for both the company and the employee, as they can help companies find qualified candidates while rewarding employees for their help.

It is important to promote employee referral programs effectively and make the process as easy as possible for a streamlined talent pipeline. Companies can also consider offering higher incentives for hard-to-fill positions or other high-priority roles, prompting more referrals and candidates for the role.
Networking events: A useful tip for sourcing candidates is to harness networking events. These events can take many forms, from job fairs to industry conferences and trade shows. By attending these events, recruiters can connect with potential candidates face-to-face and gain insights into the latest industry trends.

In the case of networking events, it is important to come prepared with a clear understanding of the types of candidates you're looking for and a plan for how to engage with them. Companies can also consider hosting their own networking events to promote their brand and connect with potential candidates.
Industry associations: Industry associations are an often ignored resource for sourcing candidates. These organizations are populated by professionals in a specific industry or field and can provide access to a large pool of potential candidates. Companies can join these associations, attend their events, and participate in their online communities to build relationships with potential candidates.
Online communities: Online communities like Quora, Reddit,GitHub, and Stack Overflow can be a valuable source of potential candidates for technical and specialized roles. These communities allow users to ask and answer questions related to their industry, making them a great place to find candidates who are knowledgeable and passionate about their work.

Active participation and demonstrating a desire to engage with potential candidates are imperative to make the most of online communities. A beneficial tip for sourcing candidates in specialized fields is for companies to also consider hosting their own Q&A sessions or posting job openings in relevant subreddits or forums.
Talent agencies: Talent agencies are organizations that specialize in recruiting and placing candidates in various industries. These agencies have access to a large pool of potential candidates and can help companies find qualified candidates quickly and efficiently. While talent agencies can be costly, they can be a valuable resource for hard-to-fill positions or for certified professionals for sensitive or specialized work.

3. Build a strong employer brand

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.

4. Engage with passive candidates

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.

5. Focus on diversity and inclusion

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.

6. Use technology to streamline your hiring process

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

Applicant Tracking Systems: Applicant Tracking Systems (ATS) are software applications designed to help recruiters manage resumes and track candidates throughout the hiring process. ATS can automate tasks like screening resumes, scheduling interviews, and sending follow-up emails, saving recruiters time and increasing their efficiency. With an ATS, recruiters can also search resumes for keywords and filter candidates based on specific criteria, making it easier to find the right candidate.
Talent Relationship Management: Talent Relationship Management are software applications that help recruiters build relationships with potential candidates over time. They allow recruiters to capture candidate information, track their interactions with the company, and send personalized messages to keep them engaged. They include Candidate Relationship Managers Human Resource Management solutions among others that fill different niches of recruitment. By building relationships with potential candidates, recruiters can create a pipeline of qualified candidates who are interested in the company and open to future job opportunities.
Chatbots: Another technology based tip for sourcing candidates is to make use of chatbots, or virtual assistants. They are AI-powered software applications that can simulate human conversations which can be used to streamline recruitment processes and enhance candidate engagement. Chatbots can engage with candidates at any time of the day and can be programmed to screen candidates based on the job or role requirements.

They can also be used to re-engage candidates who previously applied for a role but were not successful. Chatbots can send messages to these candidates to inform them of new job vacancies or to ask if they are still interested in working for the company. Therefore they are a great tool for not only engaging but also maintaining relations with sourced candidates.

7. Personalize your correspondence

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...

9. Let us help you source and hire candidates with our range of solutions and services!

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.