Candidate Sourcing: FAQs Answered

By Published July 23, 2017
Candidate Sourcing

In the global war for talent acquisition and candidate sourcing, it is essential that companies become more proactive in their efforts. However, it is equally important to have a good understanding of the various aspects involved in the overall process of recruitment. In this post, we will try to provide an insight into the various FAQs about candidate sourcing.

Candidate Sourcing

Here’s a look:

1. What is sourcing?

Sourcing refers to a talent acquisition discipline which is focused on the identification, assessment, and engagement of skilled candidates through proactive recruiting techniques.

2. What is the difference between sourcing and recruiting?

Sourcing refers to the process of searching, identifying and getting in touch with potential job candidates.

On the other hand, the process of recruiting kicks off after sourcing is completed and comprises personnel processes such as evaluating applicants and interviewing them.

However, it must be borne in mind, that both sourcing and recruiting fall under the umbrella term HR.

3. How does sourcing affect recruiting?

Sourcing in a way ends up affecting recruitment to a considerable extent. Recruiters who source candidates are engaged in the following:

  • Reduce time to fill, as they have already completed an initial screening of the candidates’ skills
  • Develop talent pipelines to cover current and future recruitment and hiring needs
  • Position themselves to meet long-term goals, including attracting and hiring more candidates to increase diversity.

4. Who is known as a sourcing specialist?

The act of sourcing does require experts and these happen to be HR professionals who are expert in the process. They are involved in identifying and engage potential candidates for present and future hiring and recruitment needs. They are often referred to as talent acquisition managers and sources; depending on their seniority and scope of responsibilities. Their primary task involves the following:

  • Identify future hiring requirements
  • Develop effective sourcing strategies
  • Reach out to potential candidates
  • Develop talent pipelines
  • Research and try new sourcing tools for future hiring
  • Measure the results of all sourcing platforms

5. What is social sourcing?

Social sourcing refers to the practice of tapping, attracting and sourcing candidates with the help of social media platforms such as LinkedIn, Facebook and Twitter. Sources use social media to engage in the following:

  • Collect data such as work samples, resumes, contact details of candidates
  • Network with potential candidates for future recruitment
  • Contact passive candidates for probable job openings
  • Advertise company’s vacant job positions and enhance employer branding

6. What are the most efficient social sourcing tools?

Social recruiting tools are some of the best ways in which employers enable their candidate search technologies. Some of the leading social media tools for candidate sourcing include the following:

LinkedIn: A networking site exclusively dedicated to working professionals, LinkedIn is probably one of the best social media tools for candidate sourcing.

Facebook: This global social media platform can also act as a good candidate sourcing platform for recruiters.

Twitter: These days’ recruiters must try and leverage the power of Twitter as well. Yes. If used properly and strategies implemented correctly, then Twitter can turn out to be an excellent candidate sourcing tool.

While these happen to be the most sought-after social recruiting tools for a candidate, recruiters can look up others as well like Google Plus, Snapchat and even the photo-sharing app Instagram.

7. What are the best methods for candidate sourcing?

Some of the best methods of candidate sourcing usually comprise the following:

Use social media: Social media these days’ poses as an incredibly powerful tool for candidate sourcing. Be it LinkedIn, Facebook, Twitter, Instagram or any other. As recruiters, do leverage the power of the same.

Referral programs: Organizational referral programs also go a long way in ensuring proper candidate sourcing for organizations.

Customize Boolean search command: Implementing Boolean search helps you targeting candidate search in a much better fashion. You can also use specific search criteria such as age, location, and even email address.

Join and host events: Joining job events or even hosting job fairs can be another great way of candidate sourcing. If recruiters end up implementing and working with the right strategies, they can end up hiring some of the best possible candidates for their job openings.

Enhance employer branding: Having a strong employer branding strategy in place works wonders regarding candidate sourcing strategies. Make sure that you have a proper employer branding strategy in place if you want to tap the best possible talent.

8. Who are passive candidates?

Passive candidates are those job candidates, who are already employed but not looking for a new job actively. However, they might be open to knowing more about new job opportunities. Passive job candidates usually make for great team members and are one of the best regarding talent pool.

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