Advanced Candidate Sourcing
What are the processes for candidate sourcing?
Sourcing in recruitment refers to the identification and uncovering of candidates through proactive recruiting methodologies. Talent sourcing strategies are formulated to fit a certain industry and targeted profiles so that the best candidates from both active and passive talent pools will be found. A successful talent sourcing strategy needs a few ingredients: dedicated sourcing resources, sourcing expertise and a supporting technology.
The first step in candidates sourcing is to identify a number of potential candidates for an open position. Nowadays recruiters are also using social networks to identify candidates. This approach is limited because their work is not entirely dedicated to candidates sourcing. Only a few companies have recruitment departments with a dedicated sourcing function with the focus, training and expertise to source effectively - And those that do have a very limited capacity. At Serendi we regard the sourcing function as success critical and that is why we have a ratio of 2:1 - two sourcing consultants to support one recruitment consultant.
A professional talent sourcing strategy implies that all niches and candidate channels on the web are searched for potential candidates. This means to contact and network extensively and comprehensively with all appropriate profiles, to leverage professional networking sites and sources like LinkedIn, Xing, Viadeo and Twitter and social networking sites and sources like Facebook and MySpace. Searching these sites and the open web can be difficult and most search strings when written are not well designed resulting in hundreds of results - so the knowledge of how to build the right search strings is essential.
Once the pipeline of candidates has been built they need to be contacted. This requires an email address, telephone number or the acceptance to connect on a network (social or professional). A dialogue is initiated to evaluate the interest of the candidate. Some of them will not be interested in a new position, some will not have the required skills and some will not respond. On average around 100 potential candidates need to be identified and contacted to close one position.
Is it worth all the effort? Definitely yes! Not only is the pool of potential candidates much bigger with passive candidates, but we increase the likelihood of identifying more top talent who would never be found through traditional sources like job boards. And with an increased talent pipeline open positions can get closed faster, which significantly reduces the time to hire. At Serendi we fill 65% of our clients' positions with passive candidates - candidates who would never have applied on their own.
However to keep talent sourcing efficient and cost effective professional setup, technology and experience are needed.