Imagine a situation where you have a recruiter or a small recruitment team tasked with carrying out every single one of the key responsibilities listed above. As you can guess, overloading a team with work can play havoc on the efficiency of everyone involved. But when roles are clearly defined, both sourcer and recruiter can work more efficiently and carry out their respective roles to a higher standard.
Take our work here at vsource for example. We take over the sourcing tasks and allow them more time to focus on the things that they do best. Efficiency reigns and the team starts to hit their targets with greater ease.
But most importantly, the right candidates enter the pipeline. Believe it or not, while a recruiter carrying out every task in the recruitment spectrum allows an employer to cut down on additional salary costs, the lack of efficiency we just mentioned can have a negative impact on the overall cost of recruitment. This is because a less efficient team means a longer time to hire and as we all know, a longer time to hire leads to an increase in the cost per hire.
And for management and c-level positions, the cost will be significantly more. However, a dedicated sourcing professional on the team can help reduce that cost by ensuring that there is a ready-made candidate pipeline filled with suitable talent. This helps to accelerate time to hire which in turn reduces costs. If you post a job for a windows system engineer with a minimum of 5 years of experience, an MCSE certification and web hosting industry experience — literally ANYONE can respond, whether they have the appropriate experience, certification, or industry experience or not.
As a passive, zero-percent control strategy, you simply cannot control who responds — unqualified, under qualified, over qualified, out of area, etc. A recent Atlanta Business Chronicle article cited a study of hiring managers by Robert Half and CareerBuilder which found that 44 percent of resumes presented to hiring managers are submitted by unqualified applicants. Additionally, the EDGE Report also found that 47 percent of hiring managers cited under-qualified applicants as their most common hiring challenge.
According to data from the Bureau of Labor and Statistics , here is the breakdown of job seeker status:. On top of that, many people who respond will not actually be qualified for the position. Additionally, the reality is that most people tune out ads of any kind — on the Internet, on TV, billboards, etc.
Changing a job is a big, stressful deal. Most casual, passive, and practically all inactive job seekers will not likely be inspired to take any action and explore leaving their current position just because they saw an online job ad, let alone one on their Facebook page.
Social Recruiting continues to the quite the rage in the talent acquisition community. Instead of waiting and hoping for the right people to respond to a job posting, sourcers take decisive action to go out and identify and proactively engage and attract talent.
Resumes and some LinkedIn profiles offer more depth of identifying information, which enables sourcers and recruiters with a high degree of control over critical candidate variables. Sourcers and recruiters who are adept at leveraging deep human capital data resumes and detailed social network profiles create queries that control critical candidate qualification variables, allowing them to quickly identify people with highly specific experience, who live in specific locations who are likely to be interested in the role and compensation offered by the position the recruiter is working on.
Once you have some solid applicants, come up with a quick pitch to grab their attention. This can help you and your company stand out in a sea of humdrum jobs. When advertising for a position , avoid the traditional or boring. Ads need creative titles and copy that describe what the person will be doing, learning, and becoming.
Talent sourcing is one of those levers. Sourcing starts with your job descriptions and job postings, which outline the criteria by which you evaluate each potential candidate. Sourcing can be broad or specific—with strategies built on basic skill sets—or focused on a narrow profile, such as certain diversity candidates. Effective candidate sourcing relies on smart recruiting strategies. Here are some examples of the different components of a strong talent sourcing plan:.
Job boards: Placing job postings on multiple job boards can help you find your ideal active candidate s , especially when you tailor the types of job boards you choose based on the talent you need. General job sites like Indeed or LinkedIn are great, but you can broaden your pool of talent by leveraging niche job sites, like Dice. Social media: Applying the same niche approach to social media can help you connect with hard-to-find talent, expand your reach, and target diversity talent.
Using your ideal candidate persona s as a guide, you can identify the social channels your ideal candidates frequent, and meet them where to offer a positive candidate experience from the start. Referral Programs: You already know your current employees are a great source of candidate referrals but you may not think much about how you can make the most of this untapped talent resource. Lean on this great source of qualified talent by communicating new openings with your employees regularly.
Virtual recruiting events: Hosting virtual hiring events or career fairs is a proven method for attracting qualified talent and branching into new talent pools. Passive talent should be a key consideration as you build your strategies for all the avenues listed above.
But, for many experienced or hard-to-fill roles, you also want to create a plan or talent sourcing process for searching resume databases or partnering with headhunters to reach out to prospective candidates and passive leads rather than waiting for them to come to you. Being more proactive in your hiring process pays off in the short and long run!
The number one best practice for effective talent sourcing is to create a strategy.
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