3 Candidate Sourcing Strategies that Every Smart HR Leader Follow
While recruiting was considered a specialty niche with a unique set of challenges, both recruiters and talent acquisition professionals throughout all industries frequently face the task of filling positions, unprepared and with no effective strategy for achievement. Regardless of who you’re recruiting for, odds are there’ll be a vacancy needing to be stuffed. As technology grows in scope and reach, it’s increasingly essential to bring highly competent professionals on board, and progressively more challenging to achieve that. There are a lot more open IT positions than candidates to fill them. Developing candidate sourcing strategies and skills are currently essential for many recruiters and TA teams.
Three Candidate sourcing strategies worth your time & efforts
1. Working with Recruiting Partners
Professional recruiting partners have a deep understanding of where best professionals are, what they get, and what it takes to amuse them. They understand a customer’s business, culture, top rivals, and also what makes the company unique in contrast. Drawing from such insights, recruiters personally associate with the very best pool of candidates, particular communication parts of the job which best align with a candidate’s individual goals and interests.
In fact, 90 percent of companies use recruitment/staffing companies to flood their sourcing pipelines. The fantastic thing is 90 percent of applicants rated recruitment/staffing companies as their next most significant job source.
2. Hire for Diversity
Employers using these tactics overwhelmingly watch them as successful, at 90 percent and 91 percent, respectively. Other candidate sourcing strategies include working together with technical recruitment agencies (21 percent), keeping partnerships/alliances (20 percent), and utilizing targeted job advertisements (19 percent). One-third of companies surveyed rely upon a referral application (35 percent) or hiring manager education (35 percent) as approaches to allow diversity recruitment.
3. Tap the right digital channels
In the end, candidates frequently go digital when it comes to looking for job opportunities. According to our poll, 92 percent of applicants utilize online searches and 87 percent tap into a potential employer’s site. A study by Allegis Group also indicates that 86 percent of applicants expect to observe all jobs a company has available on their site. Additionally, 85 percent of applicants agree that companies who have more skill-relevant jobs in their websites provide better livelihood opportunities — a vital element in the job attractiveness.
Apart from the social networks, digital channels, and recruiting partners, there is also resume database for sale that most staffing companies acquire. In this category, CareerBuilder resume database is the most trusted source for many hiring firms.