Candidate Sourcing Strategies of Top Recruiters

Candidate sourcing strategies must be comprehensive enough before they can provide recruiters with an excellent pool of qualified candidates. But in many cases, recruiters miss out on some groups of top candidates because they settled for the overcrowded and muddy strategies for candidate sourcing. There is a growing competition in the hiring landscape and that makes it crucial for organizations to continually review their sourcing techniques and hiring strategy regardless of how efficient it was in the past.

The use of creative sourcing strategies relative to the required skills could be promising in widening the gamut of accessible qualified talents. Consider the following candidate sourcing strategies primarily used by top recruiters while reviewing your recruitment sourcing strategy.

Effective Candidate Sourcing Strategies of Top Recruiters

Using as many research tools as possible

Sourcing for candidates should not be limited to the most common places to find them. Where else would you look out for candidates if LinkedIn or an applicant tracking system fails? Are there other tools that you can use to achieve similar results? The availability of these recruitment tools doesn’t mean one should fully rely on them all the time.

How about sourcing for candidates on GitHub? You can also check on Meetup, Facebook, Instagram or run Google searches using Boolean strings. The idea is to look outside the box.

Providing clear goals for the candidates

It’s normal for candidates to try their luck on positions they are not qualified for. You’d be allowing the unqualified candidates to hide their true qualifications by pretending like everything is perfect when it’s not. Providing clear goals and information that reflects the job position is imperative. If possible, give the candidates specific information, such as the kind of projects they’d be working on. Similarly, while presenting the opportunity to top talent, do not fail to highlight what makes your company different or unique. This helps the qualified candidates to quickly decide if they are pursuing the position or not. Aside from salaries, you need to have answers to other questions the candidates may ask.

top candidate recruiting strategies

Sourcing for candidates should not be limited to the most common places to find them. Where else would you look out for candidates if LinkedIn or an applicant tracking system fails?

Promoting your brand and respecting your candidate’s experience

You would have more work to do for not vetting a candidate correctly. Ensure that you know the necessary keywords and titles required from the ideal candidates. You don’t want to waste anyone’s time because you failed to recognize that their specialty is slightly different from that of your ideal candidate.

In addition, leaving your candidate in the dark is not ideal, even if they don’t fit in. Being responsive is a way of promoting your company and also not burning the bridge. The candidate may be a perfect fit for a different position in your company or know someone your company needs. Simply thank them for their time via an email to keep the communication healthy.

Keep track of what successful candidate sourcing means to your company

It is difficult to be successful if you can’t identify what success means. Successful sourcing opportunity varies for different companies and your view would not speak for each of them. Your company may capitalize on candidate retention due to its sector or employee needs, whereas your opinion differs. Resolving this and keeping track of it while deploying your strategies for candidate sourcing will make your efforts resourceful.

Conclusion :

Creative sourcing strategies will always include strong communication with your candidates. It will also require recruiters to promote the companies they are representing, be specific on goals for the candidates, and to keep track of what successful candidate sourcing means to the company. Candidate sourcing strategies also require recruiters to keep track of their metrics, which helps them to discover how close they are in reaching their hiring goals.

Diana Coker
Diana Coker is a staff writer at The HR Digest, based in New York. She also reports for brands like Technowize. Diana covers HR news, corporate culture, employee benefits, compensation, and leadership. She loves writing HR success stories of individuals who inspire the world. She’s keen on political science and entertains her readers by covering usual workplace tactics.

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