In an ideal world, you would have a steady stream of candidates flowing in as soon as you post an opening on your company’s careers page. Unfortunately, it’s not that simple. In today’s job market, recruiters need to be proactive and innovative with their talent sourcing strategies to find quality candidates. These 10 strategies for sourcing quality talent can help speed up your entire recruiting and hiring process.
Why is Talent Sourcing Important?
It’s important that when a new role opens up, it’s filled as quickly as possible. Other employees in the company may be forced to take on extra work until the new role is filled, which can lead to burnout and the loss of top performers in the organization. This is simply not an effective or profitable way to run a business. This is why it is vital to already have candidates in your talent pool that have been identified and nurtured to fill these open roles faster.
Recruiters and talent sourcers find high-quality candidates prior to a job listing opening up. When done by the right person, a good talent sourcing process can streamline your hiring process, giving you an advantage over any company that is dependent on their job postings alone.
Top 10 Talent Sourcing Strategies in Recruitment
Good talent sourcing includes properly identifying, generating, researching, and networking with potential qualified hires. To see the best results of your efforts, implementing a plan for your talent sourcing will help with sourcing high-quality candidates.
1. Start Your Talent Search with Former Candidates
Think about the candidates you have already interviewed. Just because these candidates might not be the right fit for the job they applied for does not mean they are not a right fit for the company. Clearly, they had an interest in your business and were enthusiastic enough to show up for the meeting.
You should always keep these candidate’s resumes on file. Stay in contact with them and keep their interest sparked. That way, when a role opens that is perfect for their skill set, the interviewing process can run smoother and quicker since they have already met with hiring managers.
2. Look For Other Candidates Besides Passive Candidates
Finding passive candidates is great and a valuable means of talent sourcing, but there are so many other candidates to keep an eye out for. Think about the possible candidates you meet at job fairs, conferences or at the local store where you struck up a casual conversation and found out they were looking for work. The more diverse your candidate sourcing efforts are, the larger you can grow your talent pool.
3. Track Your Sourcing and Recruiting Metrics
Without knowing what works and what doesn’t, you could endlessly chase your tail without filling important roles. Data is vital when it comes to understanding your performance. Evaluate your processes and take action to change what is not working and keep in place what is.
4. Use Social Media (More than just LinkedIn)
Meet your ideal candidates where they already are. That includes social media sites beyond just LinkedIn. Not every job seeker regularly visits LinkedIn. Check out other sites like Facebook, Instagram, TikTok, or Twitter. Depending on the special interests of the candidates you’re looking for, they may be in groups on Facebook, posting pictures on Instagram or sharing videos on TikTok. Find them and engage with their postings. Reach out and inquire about their interests and career plans.
5. Use Automation to Improve Your Talent Sourcing Process
Think about the efficiency of automation. There is a time saving app or software tool for every step of the recruiting process.. Look into adding automation that can help identify and notify you of great candidates that could be the perfect fit. Also investigate systems that help you stay in touch with potential candidates by sending out job openings and employer news. Not only will this keep you engaged with your talent pool, but also improves your employer brand with enhanced employee experience.
6. Leverage Existing Employee Networks with an Employee Referral Program
The best people to assist you with your search are the people already working for the company. Your current employees know the ins and outs of how your business runs and who would be a great fit. Asking current employees if they know of someone who may be looking for a job and would be an awesome addition to the crew is a first step. Offering extra motivation to current employees such as bonuses can only improve your chances of getting a list of names.
7. Improve Your Outreach Messages to Capture More Candidates
When creating outreach, think about what would be important to the person you’re contacting. Have a subject line that will spark their interest. Be sure the message is personalized and gives key highlights about company culture. Promote the company’s purpose. And be sure to reply quickly once they respond.
8. Create a Candidate Persona to Identify High Quality Talent
To source and find the right candidate, you need to know the skill sets and personalities best suited for the roles that may need filled in the future. Connect with hiring managers and ask the important questions. Don’t stop until you can create the persona for the person who would be successful in that role.
9. Improve Your Boolean Search Skills for Tools like LinkedIn X-Ray Search
Boolean search skills involve using specific tactics to find information on search engines, such as using filters like AND, OR, NOT and NEAR or symbols like + or – to broaden or refine your search. The more effective your search, the better qualified candidate you can find. The same goes true for profile searches on LinkedIn. Adding tools like LinkedIn X-Ray Search assists you with your effort by saving time and fine-tunes your keyword selection.
10. Continuously Nurture Your Passive Leads
Just because they are currently passive does not mean that they will always be passive. Anything in their lives or at their job can change and they could suddenly be in the market for a new employer. If you continue to touch base with these candidates such as sending company updates, it is more likely they will think of you first when it comes time to start applying for jobs.
To be ahead of the game, be sure to leverage these 10 strategies to attract and nurture top candidates. It is a long game but using these tactics diligently will improve your chances of already having that right candidate to fill that position when it opens. For more tips on the trade, visit Betterleap and become a talent sourcing expert today.
While Anna cut her corporate teeth on the product team at Airbnb, it was her early-stage startup experience that really introduced her to the world of recruiting. While she was growing the team there, she realized how painful, arduous, and challenging recruiting really is. That is, until you find a stellar recruiting team. Today, she leverages her deep recruiting experience as Betterleap’s co-founder and visionary.