Before anything else, keep in mind that there is no one-size-fits-all approach to talent sourcing. You are free to decide how to find and engage passive candidates according to your needs.
If you want to build a sourcing system or enhance your existing one, here are some basic considerations to find top candidates and retain their interest.
Create the Job Description
Any efficient sourcing process begins with a detailed job description — after all, you won’t find what you need if you don’t know what you’re looking for in the first place.
For this step, make sure to work closely with managers, department heads and hiring officers. You need to build detailed job descriptions bearing information about job expectations and skill requirements. For an easier candidate search, make sure to be as detailed as you can.
For more details, read our guide on how to write a great job description.
Create a Candidate Persona
Aside from knowing the positions you need to source candidates for, you must also have a clear idea of who the best fit for the roles will be.
Think of your dream candidate persona in terms of the following:
- Previous experience
- Skills and competencies
- Salary expectations
- Soft skills
- Cultural fit
These details not only help you further narrow down your search; they also give you insights on the best locations and platforms they might frequently use so you can focus your sourcing efforts there.
Read more: Ways to ensure your employer branding attracts your ideal candidates
Source Individuals Who Match the Requirements
Once you have your job description and candidate persona, it’s time to look for talent who matches your requirements. If you aren’t sure where or how to start, you have plenty of options to choose from. To fully maximize your sourcing options, you’ll want to use a combination of tactics, including advertising for the position, searching social media sites, holding hiring events to bring in new candidates and compel them to apply, and more.
In addition, there are talent sourcing tools that enable you to hold virtual hiring events. You can leverage these virtual event platforms to widen your reach and tap diverse and hard-to-reach talent pools easily. Once people engage with a virtual event and are able to speak to someone at your organization, they are much more likely to apply for your jobs.
Don’t forget that you can also tap people you couldn’t interview when sourcing for previous roles. Use your applicant tracking system (ATS) to easily look through past applicants and see if anyone stands out.
Compel Qualified Candidates To Apply
When you find qualified candidates through job posting sites, social media search queries, or virtual hiring events, it’s time to compel them to apply. No matter what source you discover great talent from, getting them into your recruiting pipeline is a critical step — whether you’ve had a conversation with a candidate already or not!
Here, it’s worth noting that a flawed application process can keep you from meeting your sourcing goals. If you’re seeing a challenge moving qualified and interested applicants through the application process, that can be a sign that your organization needs to reassess your standard process and ensure it’s succinct, mobile-friendly, and as short as truly possible. Today, candidates don’t have hours to spend on your application process, and if that’s what it takes — they won’t apply!
This is another reason adding options like virtual hiring events into your sourcing wheelhouse can help you move the needle. A call to action to speak with someone at the company before they apply is much more compelling to job seekers than the idea of filling out another application that may sit in the dreaded “resume black hole.”
On that note, you can sustain the momentum to apply and drive the conversation with top candidates through personalized, transparent messaging that keeps their interest and progress going. Make sure to confirm their interest and availability throughout the process. Don’t be afraid to ping a candidate with a friendly reminder to fill out the application!
Stay in Touch With Passive Candidates
Talent sourcing doesn’t end with the application or when you have forwarded qualified candidates to the recruiters. It’s a task that should go on all year round, whether you are currently recruiting or not.
To maintain a steady flow of talent in your organization’s pipeline, it’s a smart practice to stay in touch with target candidates once or twice a year. Keeping in touch without being too overwhelming may eventually convince them to consider opportunities at your organization, even if they are not looking for other roles at the moment.