Sourcing Strategies for HR – Fasten the Tools to Find Talent

By Published September 13, 2017
HR Sourcing Tools

Job postings or Employee referrals, which out of the two is the most efficient HR sourcing tools to find the best talent? The answer is both. Each sourcing tool has a valuable role and complements each other in the recruiting process. However, the only drawback of these tools is they make you wait for candidates to approach you and the procedure ends up being too tedious and challenging for the recruiter. At that juncture, an active pipeline to fill the requisitions is a wise step. This comes with aggressive seeking and rightly strategizing HR sourcing tools.

In the following paragraphs we would help recruiters to comprehend how they can fasten their talent search process;

HR Sourcing Tools

Boolean Search for Google

This sourcing tool allows you to find a candidate’s detailed data from across the World Wide Web. From the best cover letters to resumes, all the information stored on the internet whether on job boards, social platforms or websites, everything can be viewed at one glance making the job of a recruiter easy and least challenging. With the help of a few commands, recruiters can get the results for what they are looking for and view candidates who meet the requirements of the vacant position.

This means, it is easy to get initiated with Boolean search and with some basic commands, the candidate search process can be made smooth with Google operators. To narrow down the search, recruiters can fill in more detailed criteria in their search query and generate even more relevant results matching the needs of the brand.

Sourcing from Job Boards

Online job boards welcome global recruiters to find top talent for their company’s requirements quickly. With the use of common keywords, recruiters can have an overview of the detailed candidate description and connect with potential applicants by scheduling interviews in the least time.

Sourcing from Social Platforms

Leveraging the power of social media never goes in vain. With so many professional to entertaining social platforms, recruiters can find candidates from anywhere. Channels such as Twitter, LinkedIn, Instagram, and Facebook offer incredible sourcing tools helping recruiters to reach out and connect with potential candidates.

Some of the examples include Facebook’s Graph Search, the free tool allowing recruiters to fill in specific search queries and find talent from the world. Specific job, specific skills, specific location or a particular industry, no criteria goes unnoticed through Facebook’s incredible candidate sourcing tool.

Likewise, Twitter is another brilliant candidate sourcing tool allowing recruiters to search professionals, experts and specialists in every industry with a use of few basic keywords, and phrases. Twitter which is an open network is free, and it is easy to connect with anyone on the platform for candidate engagement too.

Chase your Talent

Determining who your best candidates are is the most critical aspect of the recruiting procedure. It becomes even more challenging when you are waiting for candidates to turn up and approach you. To make the process faster and smoother, being proactive is the key. Finding candidates on a regular basis is the key to attract them in a shorter duration. If you have a clear understanding of the job requirement and HR sourcing tools, driving top talent is not rocket science, just a consistent effort.

At this juncture, the tip is first to know your potential candidates, understand their behavior on different platforms, know their needs regarding a job, proactively search for them, engage them comprehensively and you are certainly on the right track to ideal candidate sourcing. Just in case you feel the process is too long you can even hand over the hassle to expert HR outsourcing service providers.

Initiate Conversation

When you ultimately end up finding the desired candidates for a particular position, it is wise to get connected with them with least possible delay. Engage with them and assess if they are willing to associate with your brand.

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