Building a broad talent pool and sourcing for your next hire
Candidate sourcing and recruitment go hand in hand and it's important to be aware of the difference between the two. Sourcing involves engaging the right talent from the right source at the right time. Whether you're actively looking to fill a vacancy or creating a talent pipeline, there are several places to focus your efforts, depending on the particular role or business areas in need. Following this, recruitment involves the candidate assessment stage of the process. from screening to interviewing to offer.
Before the rise of online job hunting and client engagement, 'old school' sourcing was challenging - hard copy CVs were stored in a backlog, and internal succession planning or a reliance on networking events or 'who you know' were the primary sources of talent.
Today, we have a host of different avenues and hangouts for candidates to frequent and outline their experience, skills and job interests. Similarly, recruiters can use these platforms and tools to engage with candidates to open up discussions around vacancies or future prospects within the organisation.
Here are seven core methods or sourcing and pipelining talent:
LinkedIn has become a popular destination for talent sourcing, along with other less common sites like Reddit, Facebook or Instagram. Carrying out targeted searches for candidates from a particular industry or competitor is straightforward, so active and passive jobseekers expect direct communication. However, LinkedIn tends to come out on top for sourcing, with recruiters having the ability to browse a prospect's career history, view recommendations and reach out directy to gauge interest in live roles or future opportunities.
Well known boards include Indeed, Reed, CV Library, Glassdoor and the list goes on. Job boards are an accessible tool that come with a range of functionality. Some are free to use, others are paid. Boards can be reserved for a niche industry, or broad across multiple areas. They typically require little effort from an applicant perspective, with most candidates simply uploading a CV to one-click apply for a job post.
Many companies adopt a 'refer-a-friend' scheme where a monetary reward is given to employees who introduce a successful candidate for a particular role. This form of sourcing, while it cannot be solely relied upon to fill a vacancy, normally provides a high quality of candidate.
When a vacancy arises, or a resignation is tended, it's always a good idea to review the talent held internally, before looking at external sources. There may be a succession plan in place with a high-performer ready to step-up. Candidates may be considering a lateral move within the company. Previous career conversations with team members can indicate an individual's interest in a particular area or role. However the interest comes about, advertising internally and talking about upcoming vacancies in-house can yield a good starting point for your talent pool.
Recruitment agency partnership
Partnership with a recruitment agency can be a very viable source of cadidate talent. Agencies typically have candidates pipelined for a variety of roles and actively engage with jobseekers to find the ideal role. Interest can be gauged prior to application to a role, so time can be saved on engaging with prospects who may not be interested.
Attending networking events or recruitment fairs can be a fantastic way to engage with a volume of prospects and make connections for live vacancies or future opportunities. These events can be industry or company specific and can be hit or miss in terms of footfall and quality of candidate experience. It's wise to research the history of a particular event, previous hit-rates, attendance numbers, or even speaking to previous companies/recruiters who've attended. Events can be costly, so best to ensure that return on investment is balanced.
Universities can be a great source of talent - especially for more junior roles within your organisation. Sourcing candidates directly from education can bring with it a pool of forward-thinking and innovative talent who could be a strong asset for vacant or future roles. Fostering interest in your organisation and employment offer can be a good way to 'hook' new talent on the market.