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Home » Articles » A quick guide to sourcing in recruitment

A quick guide to sourcing in recruitment

Young woman sitting in lobby with resume in hands and waiting for job interview

Recruitment is the backbone of every successful business, and sourcing plays a pivotal role. 

But what exactly is sourcing in recruitment? How can employers harness its power to find the right talent efficiently?

Let’s explore this brief guide made for business owners. This article focuses on finding the right strategies to hire employees.

Additionally, you may also consider offshore staffing and recruiting. ConnectOS would be glad to help you out.

What is sourcing in recruitment?

Sourcing in recruitment refers to identifying, finding, and attracting potential candidates to fill job vacancies within an organization. 

It involves actively seeking and engaging with individuals with the skills, qualifications, and attributes required for specific roles. 

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What is sourcing in recruitment

3 types of sourcing in recruitment

Let’s explore the three distinct types of sourcing strategies that can help you find the right talent.

1. Internal sourcing

Internal sourcing is identifying and considering current employees within the organization for open positions. This technique taps into the talent pool already present within the company. 

Thus, providing opportunities for advancement or job changes within the organization can: 

  • Boost employee morale
  • Encourage career growth
  • Enhance retention rates

2. External sourcing

External sourcing revolves around seeking candidates outside the organization to fill job vacancies. 

This type of sourcing in recruitment encompasses various methods, such as: 

  • Utilizing job boards
  • Engaging with recruitment agencies
  • Attending career fairs
  • Using social networks or industry-specific platforms

External sourcing broadens the scope of potential candidates and brings fresh perspectives and diverse skill sets to the organization.

3. Passive candidate sourcing

Passive candidate sourcing targets individuals who are not seeking new job opportunities but possess desirable skills and experiences. 

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It requires a proactive approach, often involving networking, personalized outreach, and the creation of enticing opportunities to attract these candidates to consider a career change. 

Passive candidate sourcing aims to attract highly qualified professionals who might not be actively looking for a job but could be open to new opportunities if presented compellingly.

Candidate sourcing strategies

Here are some sourcing in recruitment strategies that can help organizations find the right talent.

Job postings on job boards

Posting job openings on dedicated job boards is a traditional yet effective method. Job boards attract active job seekers and offer visibility to a broad audience searching for job opportunities.

Social media recruitment

Leveraging social media platforms such as LinkedIn, Twitter, and Facebook for recruitment is a contemporary strategy. These platforms allow organizations to reach a vast and diverse pool of candidates.

Social media recruitment encompasses creating engaging content, sharing job openings, and directly interacting with potential candidates.

diverse hr team doing job interview with a man in business office
Candidate sourcing strategies

Employee referrals

Encouraging current employees to refer qualified candidates is a powerful strategy. Employees often recommend individuals who possess the necessary skills and are likely to fit well within the company culture. 

Employee referral programs can enhance the quality of hires and contribute to a positive workplace environment.

Networking and events

Engaging in networking events, industry conferences, and other professional gatherings is a proactive strategy. 

Building relationships with professionals in the industry can lead to valuable connections and potential candidate referrals. 

University and college recruiting

Collaborating with educational institutions to recruit fresh talent is another strategic approach. It includes participating in career fairs, conducting on-campus interviews, and establishing internship programs. 

University and college recruiting helps organizations identify and attract entry-level talent with the potential for growth within the company.

How to create a candidate sourcing plan

Here’s a breakdown of the steps involved in creating a comprehensive candidate sourcing in recruitment plan:

Identify job requirements and candidate persona

Begin by defining the specific job requirements, including skills, experience, qualifications, and cultural fit. 

Develop a detailed candidate persona that outlines the ideal characteristics and traits of the person you aim to hire.  This understanding will guide your sourcing efforts toward the most relevant candidates.

 Select sourcing channels

Evaluate and select the most effective sourcing channels based on the job role and the candidate persona you’ve identified. 

It could include internal job postings, external job boards, social media platforms, industry-specific websites, recruitment agencies, networking events, or referrals. 

Choose channels that align with the type of talent you wish to attract.

Craft compelling job descriptions

Create job descriptions that list the responsibilities and qualifications required for the role. Also, showcase your company’s culture, values, and unique selling points. 

A compelling job description is essential to attract the attention of potential candidates and encourage them to apply.

Implement sourcing strategies

Execute your sourcing plan by actively engaging with the selected channels. As mentioned earlier, you may opt for the following strategies:

  • Posting job openings across chosen platforms
  • Reaching out to potential candidates directly
  • Leveraging employee referrals
  • Attending industry-specific events

Consistency and persistence in implementing these strategies will enhance your chances of finding suitable candidates.

Measure and optimize

Regularly measure the performance of your sourcing strategies using key metrics such as time-to-fill, quality of candidates sourced, cost per hire, and source of employment. 

Analyze the data to identify the most effective channels for hiring high-quality candidates. 

Use these insights to optimize your sourcing plan continuously, reallocating resources to the most successful media and tweaking strategies for better results.

Young Woman during Job Interview in Office
How to create a candidate sourcing plan

Feedback and continuous improvement

Seek feedback from candidates and internal stakeholders to improve the sourcing process continually. Implement changes based on insights gathered to enhance future sourcing efforts.

Sourcing as an alternative hiring practice

Sourcing can serve as an alternative or supplementary approach to traditional hiring methods. 

By understanding the nuances of sourcing in recruitment and implementing effective strategies, organizations can:

  • Enhance recruitment processes
  • Attract top talent
  • Contribute to overall business success

It allows organizations to proactively build a talent pipeline, ensuring a continuous pool of potential candidates.

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