Candidate Sourcing Techniques

What Are The Different Types Of Candidate Sourcing Techniques?

Published on December 8th, 2022


Getting quality people on board is crucial for the future of your business. Creating a talent pipeline will boost your chances of finding and recruiting the best employees for your future growth. Utilizing effective Candidate Sourcing Techniques becomes paramount in this process.

The ideal applicant will result in excellent productivity and lower employee turnover. On the other hand, choosing the incorrect candidate can result in a negative impact on your company culture and a waste of time and money training someone who will only hold the position temporarily.

What is Candidate Sourcing?

Candidate sourcing is the proactive search for candidates to fill open positions now and in the future.

But..How is it any different from recruiting?

Sourcing is searching, identifying, and contacting potential candidates. Recruitment kicks in after sourcing which is a process of screening, interviewing, and evaluating candidates.

But both sourcing and recruiting fall under the same umbrella in the responsibilities of an HR. 

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Benefits of Candidate Sourcing

83% of organizations have difficulty finding suitable candidates. Meanwhile, employers in nearly every US state are expected to experience substantial labor shortages by 2029

And candidate sourcing can help with just that!

Here are a few benefits of candidate sourcing for you to check out.

Improved Quality of Hire

You end up spending more time sourcing candidates than you would otherwise have. Doing this gives you a better understanding of the role and what type of candidate fits best for the role. The greater your understanding, the greater your search and the greater the quality of candidates. 

Not only this. 

Now, we are not saying that active candidate searching gives a bad talent pool, but sifting through hundreds of candidates can be a daunting task. Whereas, having a talent pool of sourced, refined, and already vetted candidates gives you an upper hand while hiring.

Reduce Time and Cost of Hire

The average hiring process takes between 36 and 52 days, depending on who you ask (as well as on things like the industry and the job). However, since sourcing cultivates relationships with candidates long before the need to fill a position arises, you have a pipeline of pre-qualified, vetted candidates to reach out to when anything opens up, shortening the cycle and filling positions as soon as they are identified. 

Since you contacted them based on information from their LinkedIn profiles, open-source projects, or design portfolios, you are no longer passively waiting for the appropriate candidate to apply. Instead, you have already begun the "screening process." Because of this, hiring sourced candidates is more than twice as efficient.

Improved Workplace Diversity

With sourcing, you won't feel pressured to make "fast hiring," which is frequently done through referrals from coworkers, reproducing a homogeneity in your firm. Indeed, relying on referrals can make diversity programs more difficult. 

Referrals typically benefit white males more than men of color or women of any race because employees are more inclined to recommend talent that is demographically similar to themselves.

When you’re filling your pipeline ahead of time, however, there’s time to uncover, engage, and convince underrepresented talent to consider your organization.

Different Types Of Candidate Sourcing Techniques

You shouldn't base your candidate sourcing efforts solely on one source. The likelihood that you will miss out on the best candidates from other sources is increased. So how do you go about sourcing candidates? Which sourcing strategies should you use to increase the efficiency of your hiring process?

Here are the best candidate sourcing techniques for you to take a lesson from.

Online Job Postings

One of the most effective candidate-sourcing strategies is posting job openings online on numerous job boards. These employment boards advertise your openings in their newsletters and job alert emails in addition to posting them on their portal. As a result, a larger and more relevant audience comes your way.

Your vacancies can draw a sizable number of motivated job searchers. You gain the benefit of selecting the best candidate from this pool of applicants in this manner.

By sponsoring your job postings on various job sites, you may also advertise your openings to a targeted audience. Maximum reach is ensured by sponsoring your positions because they appear higher on the search results page.

This candidate sourcing method's one flaw is that it doesn't specifically target passive candidates. There are a lot of candidates out there who might be a good fit for your position. However, they might not have the time to investigate these opportunities if they are not actively looking for work.

However, using this method of posting jobs is still a terrific approach to draw in top candidates who are actively looking for work.

Approach Social Recruiting

Currently, social media recruiting is regarded as a successful method of candidate sourcing. LinkedIn, Facebook, and Twitter are now widely used as social media platforms for finding qualified job prospects.

Candidates frequently use LinkedIn to advertise their availability to employers around the world.

In addition to using LinkedIn, recruiters are now advertising their job listings on Facebook and Twitter as well. The platforms for social recruiting can be utilized to find specific candidate profiles. The profiles and behavior of possible candidates can be extensively examined and tracked in a much better way by recruiters and hiring managers. They can now determine whether these applicants suit their job requirements adequately.

Strengthen your Employer's Brand

Every interaction you have with applicants, from the opening sentence to the exit interview, is part of your brand. According to estimates, a good employer brand can save hiring costs in half and turnover by 28%. Building your brand might therefore enable you to level the playing field.

Take the time to fully understand and develop your brand because it forms the strategic cornerstone of your candidate sourcing. In order for your brand statement to be meaningful to both existing and potential employees, it must reflect the values you uphold.

By showcasing employees in your stories, encouraging them to customize their LinkedIn profiles, launching a company blog, talking to the media, and participating in conferences, employers can raise brand awareness.

Invest in Employee Referral Programs

Though employee referral programs may lead to a homogenous pipeline of candidates, it is still a top-notch strategy for sourcing candidates that are both reliable and a perfect fit for your organization.

Employee referral programs are an attractive candidate sourcing strategy that literally never gets old. A great many companies have employed this method and expanded their talent pool by ten times.

You compensate your employee with a referral bonus in exchange for a candidate that you are looking for. Because your employee knows the company inside out and knows your requirements, they refer to the best candidate possible. 

Make Use of Artificial Intelligence Tools

Some databases and tools for sourcing and hiring can automatically find qualified people. These technological solutions locate applicants who have resumes or professional profiles that meet the criteria for the position you are hiring for.

Reviewing applications and profiles for candidates can be expedited thanks to automation. Additionally, it offers better matches for available positions, which can provide you access to more skilled individuals.

Amidst the diverse range of candidate sourcing techniques, EasySource stands out as an exceptional artificial intelligence-based tool. With its advanced capabilities, EasySource seamlessly integrates into the sourcing and hiring process, automating the identification and evaluation of qualified candidates. Leveraging AI, EasySource efficiently sifts through resumes and professional profiles to provide recruiters with a pool of candidates that precisely meet the criteria for open positions. 

This tool not only expedites the application review process but also ensures better matches for available positions, granting access to a more skilled and relevant talent pool. In the realm of artificial intelligence tools, EasySource proves to be an invaluable asset for recruiters seeking to streamline their sourcing efforts and make data-driven hiring decisions.

Host Killer Events

You can meet potential candidates in person at recruitment events. Take part in job fairs or organize your own open house to invite prospective employees to your workplace so they can meet your teams.

Expand your search

Continue tweaking your search criteria to find more new applicants online. Expand your search terms and semantics to find the undiscovered gems in the background by looking beyond the people that everyone else has already located.

Keep in mind that rudimentary searches will yield basic results. Even more annoyingly, various titles are used by different companies for the same roles. So, before beginning a new search on social media or through a search engine, make sure you have all potential titles at hand.

Think outside the box

Find talent online in communities where your target audience hangs out, such as Behance for creatives or GitHub for developers. To draw the interest of your potential candidates, demonstrate what your business is doing and how you're doing it.

Leveraging Technology for Enhanced Candidate Engagement

In the modern landscape of HR, leveraging technology is a game-changer for enhancing candidate engagement—a crucial pillar among effective Candidate Sourcing Techniques. HR professionals are increasingly turning to advanced tools and platforms that facilitate not just automated, but also highly personalized communication throughout the recruitment process. This strategic integration of technology ensures potential candidates remain informed, engaged, and genuinely interested in your company from the initial sourcing phase right through to application submission and beyond.

One of the standout technologies transforming candidate engagement is AI-powered chatbots. These intelligent assistants can provide instant responses to candidate inquiries, guide them through the application process, and even schedule interviews, making the preliminary stages of recruitment smoother and more interactive. By offering immediate engagement, chatbots play a pivotal role in sustaining the candidate's interest in your organization.

Moreover, Customer Relationship Management (CRM) tools have been repurposed within HR to foster ongoing communication with potential candidates. By tracking interactions and preferences, CRM systems enable personalized follow-ups, ensuring candidates feel valued and seen. This level of customization in communication underscores the importance of each candidate, reinforcing your company's commitment to finding the right fit for both parties.

Additionally, candidate engagement platforms offer a comprehensive suite for managing interactions with prospective hires. These platforms not only facilitate streamlined communication but also provide valuable insights into candidate behaviors and preferences. Such insights can be instrumental in tailoring your recruitment messaging, further enhancing the efficacy of your Candidate Sourcing Techniques.

By integrating these technological solutions, HR professionals can significantly elevate their candidate sourcing and engagement strategies. The goal is to create a seamless and engaging experience for potential candidates, making your company an attractive and compelling choice for their career aspirations. As we continue to explore innovative Candidate Sourcing Techniques, the role of technology in creating meaningful candidate engagements cannot be overstated—it's an essential element in the modern toolkit for sourcing and attracting top talent.

Building a Data-Driven Candidate Sourcing Strategy

In the quest to optimize Candidate Sourcing Techniques, the role of analytics and data cannot be overstated. A data-driven approach to sourcing not only streamlines the recruitment process but also significantly enhances its effectiveness. By leveraging data, HR professionals can gain invaluable insights into the sourcing strategies that yield the highest quality hires, identify the origins of the best candidates, and even predict future hiring needs with a degree of precision previously unattainable.

The cornerstone of a data-driven candidate sourcing strategy is the judicious use of analytics tools and methodologies. These tools enable HR teams to dissect past recruitment campaigns, scrutinizing which channels brought in the most qualified applicants and which techniques facilitated the smoothest recruitment journeys. This historical analysis is critical in understanding and refining the effectiveness of different Candidate Sourcing Techniques.

Furthermore, predictive analytics can play a pivotal role in forecasting hiring needs. By analyzing trends within your industry, changes in workforce demographics, and historical hiring data, predictive models can alert HR professionals to upcoming vacancies and skill shortages. This foresight allows for the development of a proactive sourcing strategy, ensuring that the talent pipeline is robust and capable of meeting future demands.

Several tools and platforms are available to facilitate this data-driven approach. HR analytics software, for example, can aggregate data from various sources, providing a holistic view of the recruitment landscape. Similarly, platforms that specialize in talent acquisition analytics can offer detailed insights into candidate behavior, preferences, and the efficiency of different sourcing channels.

Employing these tools and methodologies enables HR professionals to make informed decisions about where to allocate resources and focus their sourcing efforts. This not only optimizes the recruitment process but also ensures a higher quality of hire by targeting the most effective Candidate Sourcing Techniques based on empirical evidence.

By embedding a data-driven philosophy into your candidate sourcing strategy, your organization can not only anticipate and meet its talent needs more effectively but also gain a competitive edge in the quest for top talent. This approach transforms Candidate Sourcing Techniques from a reactive task into a strategic asset, paving the way for more informed, efficient, and successful recruitment outcomes.

The Role of Employer Branding in Attracting Top Talent

The significance of employer branding as one of the most effective Candidate Sourcing Techniques cannot be overstated, especially when it comes to passive candidate sourcing. A strong employer brand does more than just attract applicants; it resonates with the values and aspirations of potential candidates, making your company a desirable place to work. This is particularly crucial for attracting top talent who may not be actively seeking new opportunities but would consider a move for the right employer.

Companies like Google, Netflix, and Salesforce have set industry benchmarks in employer branding. Google, for example, emphasizes its innovative work environment and culture of creativity, attracting individuals who value freedom to innovate. Netflix, known for its unique culture code and emphasis on responsibility and freedom, showcases how transparency and trust can attract and retain top talent. Salesforce, with its 1-1-1 model of giving back, appeals to candidates who prioritize social responsibility. These companies have mastered the art of communicating their unique employer value propositions, thereby drawing in candidates who align with their corporate values and culture.

To emulate such success, strategies for showcasing your company culture, values, and employee satisfaction become pivotal. Social media, content marketing, and storytelling emerge as powerful tools in this endeavor. Here’s how:

  • Social Media: Platforms like LinkedIn, Instagram, and Facebook serve as windows into your company’s soul. Regular posts celebrating employee achievements, behind-the-scenes glimpses of workplace life, and stories highlighting your company’s community involvement can paint a vivid picture of your culture and values.
  • Content Marketing: Blogs, videos, and podcasts can delve deeper into what makes your company unique. Sharing stories of employee growth, innovation, and impact creates a narrative that potential candidates can see themselves being part of.
  • Storytelling: Real stories of real employees are incredibly compelling. They humanize your brand and make it relatable. Encourage your employees to share their experiences, why they chose your company, and what makes them stay. This not only showcases genuine satisfaction but also builds a narrative of growth and opportunity.

Incorporating these strategies into your recruitment approach amplifies your employer brand, making it a magnet for top talent. This is especially true for passive candidates who may not be actively looking but are open to opportunities that align with their personal and professional values. A strong employer brand, communicated effectively through these channels, ensures that when these candidates are ready to make a move, your company is at the top of their list.

By deepening the connection between employer branding and Candidate Sourcing Techniques, this segment aims to enrich your blog with actionable insights into how a strong employer brand can be a game-changer in attracting the best talent. This strategic emphasis on branding not only complements the existing content but also provides readers with a comprehensive understanding of the multifaceted approach required for effective talent sourcing.

Innovative Sourcing Channels to Explore

In the dynamic realm of recruitment, the adoption of innovative Candidate Sourcing Techniques can set your organization apart in the competitive quest for top talent. While traditional job postings and social media platforms remain staple tools in the recruiter’s arsenal, the exploration of unconventional and emerging channels can uncover a wealth of potential candidates, particularly those who are passive and might not be actively searching for job opportunities.

One such frontier is virtual reality (VR) job fairs. These immersive experiences transcend geographical barriers, allowing candidates from around the globe to engage with your company in a virtual space. VR job fairs not only showcase your organization's forward-thinking and innovative culture but also provide a unique platform for candidates to explore career opportunities in an interactive and engaging environment. This approach is especially appealing to tech-savvy talent and those in industries where digital proficiency is key.

Gamified recruitment processes are another novel strategy that can enhance your Candidate Sourcing Techniques. By incorporating elements of game design into the recruitment process, companies can assess candidates' skills and cultural fit in a more dynamic and engaging manner. Gamification can include online challenges, quizzes, and simulations related to the job. This not only makes the sourcing process more enjoyable for candidates but also provides deeper insights into their capabilities and how they approach problem-solving.

Sourcing candidates through niche online communities related to specific industries or skills is yet another innovative technique. Platforms like GitHub for developers, Behance for designers, or Stack Overflow for IT professionals are rich with talent showcasing their work and engaging in professional discussions. These communities are where passive candidates often hang out, making them prime venues for sourcing individuals with highly specialized skills. Engaging with these communities requires a nuanced approach, offering value and building relationships, rather than direct solicitation.

The benefits of these innovative approaches extend beyond the novelty factor. They enable organizations to tap into a pool of passive candidates who are open to exciting opportunities but may not respond to traditional sourcing methods. These techniques also demonstrate your company's commitment to innovation and adaptability, traits highly valued by today's top talent.

By incorporating these innovative Candidate Sourcing Techniques into your recruitment strategy, you can broaden your talent pool, engage with passive candidates in their preferred environments, and position your company as a desirable employer at the forefront of recruitment innovation.

This segment seamlessly integrates with your existing content, adding depth to your discussion on Candidate Sourcing Techniques without redundancy. It invites HR professionals to think outside the box and leverage emerging trends and technologies to attract the best talent in a competitive market.

Integrating Diversity, Equity, and Inclusion (DEI) into Sourcing Practices

In today’s global marketplace, integrating Diversity, Equity, and Inclusion (DEI) into Candidate Sourcing Techniques is not just a moral imperative but a strategic advantage. The importance of DEI in candidate sourcing lies in its ability to enrich the organization's talent pool with a broad spectrum of perspectives, experiences, and skills, fostering innovation, enhancing company culture, and driving performance.

To proactively incorporate DEI principles into every step of the sourcing process, organizations must adopt a multifaceted approach:

  • Reaching Out to Diverse Candidate Pools: Begin by expanding your sourcing channels to platforms and networks that cater to underrepresented groups. Participate in job fairs and events hosted by minority-serving institutions, and partner with organizations and forums that support diversity in the workforce. Utilizing these channels helps ensure your job openings reach a wide and diverse audience, thereby enhancing the inclusivity of your candidate sourcing techniques.
  • Reducing Unconscious Bias: Implementing blind recruitment practices can significantly reduce unconscious bias in the early stages of sourcing and recruitment. Tools that anonymize resumes and applications by removing names, genders, ages, and other identifying information help focus the evaluation on the candidate’s skills and qualifications. Additionally, training your HR team and hiring managers on recognizing and mitigating unconscious bias is crucial for fostering a more inclusive recruitment process.
  • Creating Inclusive Job Descriptions: Craft job postings that are welcoming to all. This includes using gender-neutral language, clearly stating your company’s commitment to DEI, and avoiding unnecessary requirements that could deter diverse applicants. Job descriptions should focus on the essential skills and experiences required for the role, opening the door for candidates from various backgrounds to see themselves as potential fits.

The long-term benefits of a diverse workforce are manifold. Diverse teams are shown to be more innovative, as they bring a variety of perspectives and solutions to the table. A commitment to DEI enhances company culture by fostering an environment of acceptance, respect, and collaboration. Furthermore, companies that prioritize diversity are better positioned to attract top talent, as candidates increasingly seek employers who reflect their values and offer an inclusive workplace.

By embedding DEI principles into Candidate Sourcing Techniques, organizations not only enrich their talent pool but also demonstrate a commitment to building a workforce that truly represents the diverse world in which we live. This segment encourages HR professionals to view DEI not as an add-on but as an integral part of effective and modern candidate sourcing, essential for the long-term success and sustainability of the organization.

This addition ensures coherence with the rest of the blog, emphasizing the strategic importance of DEI in sourcing without repeating the information provided in previous segments. It offers readers actionable insights into enhancing their sourcing practices through a DEI lens, contributing to a more comprehensive and inclusive approach to talent acquisition.

Future Trends in Candidate Sourcing

As we look towards the horizon of talent acquisition, it's clear that Candidate Sourcing Techniques are poised for transformative shifts, driven by technological advancements and changing workforce dynamics. To maintain a competitive edge in talent acquisition, HR professionals must not only adapt to these changes but anticipate them. Here are key future trends in candidate sourcing that demand attention:

Increasing Importance of Soft Skills: As automation and artificial intelligence take on more routine tasks, the value of soft skills like emotional intelligence, creativity, and adaptability in candidates has risen sharply. These skills are becoming critical differentiators in candidate evaluations. Sourcing techniques will need to evolve to assess these competencies effectively, potentially through innovative interviewing methods or new assessment tools designed to gauge soft skills.

Predictive Analytics in Forecasting Hiring Needs: The use of big data and predictive analytics is set to revolutionize how organizations plan their talent acquisition strategies. By analyzing trends in hiring, turnover rates, and business growth, predictive models can help HR professionals anticipate hiring needs before they become urgent. This foresight allows for more strategic sourcing, ensuring that the talent pipeline is always aligned with the organization’s future direction.

Blockchain Technology for Verifying Candidate Credentials: The potential impact of blockchain technology on candidate sourcing is significant. By providing a secure and immutable ledger for verifying credentials, blockchain can streamline the verification process, reducing the time and resources spent on background checks. This technology promises to make the sourcing process more efficient and trustworthy, allowing HR professionals to quickly verify the authenticity of candidates' educational backgrounds and professional achievements.

To stay ahead of these trends, HR professionals should invest in continuous learning and stay attuned to technological advancements in the HR field. Building a network with industry experts, attending HR tech conferences, and participating in professional forums can provide valuable insights into emerging trends and tools.

Moreover, fostering a culture of innovation within the HR team encourages the exploration of new sourcing techniques and technologies, ensuring your organization remains at the forefront of talent acquisition.

Incorporating these future trends into your candidate sourcing strategy will not only enhance your ability to attract top talent but also position your organization as a forward-thinking employer. As we navigate the evolving landscape of Candidate Sourcing Techniques, the agility to adapt and innovate will be paramount for success in talent acquisition.

This segment seamlessly integrates into your blog, providing a forward-looking perspective on Candidate Sourcing Techniques without redundancy. It enriches the narrative by offering insights into emerging trends and practical advice for HR professionals aiming to future-proof their sourcing strategies, ensuring the blog remains a valuable and comprehensive resource on talent acquisition.

Wrapping up

It's easier said than done to attract talent, and it will undoubtedly take some time before your hiring strategy is on target. It's no longer enough to simply post a job opening on your company's website, so find innovative ways to reach your target talent pool and redesign your hiring procedure accordingly.

Last but not least, keep in mind that these Candidate Sourcing Techniques are like diamonds in the recruitment industry: no two are precisely the same because what your organization needs will be very different from what someone else wants.

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Radhika Sarraf

Radhika Sarraf is a content specialist and a woman of many passions who currently works at HireQuotient, a leading recruitment SaaS company. She is a versatile writer with experience in creating compelling articles, blogs, social media posts, and marketing collaterals.

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