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Top 6 methods for strategic talent sourcing

According to a study report, sourced candidates are almost twice as efficient as candidates who apply without the use of relevant talent sourcing strategies. This has pushed organizations across the world leverage the best-available talent sourcing strategies along with tools and software solutions that use a data-driven approach.

What Makes Talent Sourcing So Important?

Strategic talent sourcing is associated with exploring, discovering, and interacting with potential job candidates to generate qualified job applicants for a specific position. Eventually, talent sourcing is aimed at generating skilled, highly qualified, and available candidates for particular job positions -resulting into a successful hire.

As we are approaching the all-new era of modern work involving the prediction of workforce trends, we continue analyzing human capital and sourcing top-quality candidates from the increasing pool of talent. In this manner, organizations are now understanding the importance of an effective talent sourcing strategy.

Moreover, the overall quality of talent organizations employe serves to be the direct evidence of the overall financial success, health of the brand, and estimated company growth.

6 Important Methods for Strategic Talent Sourcing

Talent sourcing strategy itself comprises a wide range of processes that work together towards seamlessly generating highly qualified candidates in the saturated domain of potential job candidates.

Over subsequent years, the process of talent recruitment has expanded itself from only advertising job openings to data-driven practices -involving talent sourcing software, algorithms, and social media.

Here are some of the leading practices for strategic talent sourcing:

1. Use Talent Sourcing Software

As specified earlier, talent sourcing software and tools, like the ATS or Applicant Tracking System, typically employe as well as leverage high-end algorithms. These software solutions and tools have started outperforming hiring managers as far as prediction of a successful hire is concerned.

In the similar manner, recruiting software is capable of generating affirmative hiring outcomes through automation job scheduling, job postings, and advanced filtering options. Feature-rich talent sourcing software solutions are also capable of offering predictive insights by filtering data from candidates available from multiple sources -not only submitted applications and resumes.

It serves to be a great option for organizations that continue expanding rapidly while looking forward to streamlining the hiring process.

2. Participate in Job Fairs

The option of participating in job fairs and exhibitions have been out of fashion quite lately -especially due to travel limitations and health concerns across the globe. However, expos and career fairs have offered recruiters with ample opportunities to ensure top-quality interactions with prospective candidates.

Moreover, job seekers are also able to leverage career expos and fairs to communicate directly with hiring manage while learning more about the industry and even discovering organizations that might not have been on their list.

Moreover, it also helps hiring managers build relevant employer brand while coming across top talent as well.

3. Think About Internal Hires

Why bother going through multiple resumes when the right applicant is right within the organization? Up-skilling serves to be an easy way to fill vacant positions with skilled and qualified candidates. It also helps in offering upward mobility to employees. You should proceed with assessing the current staff and analyzing the skill set of employees that can be effectively utilized elsewhere.

Internal referrals and hiring are valued by most organizations out there. It is because current employees will require minimal onboarding while minimizing the overall hiring costs. At the same time, referrals from professional, reliable employees depict that a prospective candidate will serve as a top-quality hire. It is because personal interest is involved within the referred applicant.

4. Use Social Media

As the overall influence of social media dives deeper into the domains of professional settings, hiring managers and talent recruiters are shifting primarily to high-end social networking portals like GitHub, LinkedIn, Behance, and so more.

A recent study report revealed that a majority of employers nowadays leverage social media sites for recruiting and talent sourcing. Professional social media platforms offer recruiters with in-depth information about prospective candidates that might have been overlooked in resumes -like certifications, education, and personal interests.

It is crucial to leverage multiple channels of supply instead of clinging to a single one. It is recommended to broaden your search boundaries to position-centric platforms as well -including Behance and GitHub. Another strategy of diversification is maintaining a dedicated company recruitment database. For entry-level positions, try looking for pools out of college campuses.

5. Try with Referrals

It is regarded as the old-school talent sourcing strategies for hiring managers and recruiters that will not fade away. It is because it is highly effective. Organizations usually have dedicated employee referral programs in which employees are provided a referral bonus in case they go ahead with referring a candidate who is already hired.

Recruiters around the world also leverage this popular method of sourcing. Providing a referral fee to candidates for suggesting colleagues or friends is a highly viable practice. The best platform to come across the best candidate is asking about individuals they know well.

6. Perfect Your Job Descriptions

You are expected to work hard to get access to the right candidates. This is wherein the role of outreach or reliable job descriptions comes in.

Outreach recruiting through relevant job descriptions will feature basic tips that make your overall messaging more candidate-oriented. You can consider it as a way to deliver seamless customer service to the potential candidates. You should aim at focusing on their wants and needs. The message in the job description should target the goals of the candidates -not the organization’s goals.

How to create a talent sourcing strategy?

 The best candidates out there are in high demand. Therefore, it is crucial to be immensely strategic if you wish to acquire them for your team. When the overall competition for top-tier candidates is relatively higher, you should head out and search the caliber of prospective candidates you require for your organization to be successful. Relevant talent sourcing strategies can help in filling your pipeline with a list of qualified candidates such that you can select the best hire for your organization.

Kevin Legara
Author: Kevin Legara