Sourcing Strategies for Recruiters that work
The Best Sourcing Strategies for Recruiters
This article was written to inform you about some tips and tricks on how to find your next amazing staff members. Sourcing candidates comes with many challenges. In this article, you’ll find out how to rise above them to find the very best people for your business.
Effective recruitment processes are vital to the success of any business. You need to have great staff to help you meet your business goals and outcomes.
Having the right people in your business can give you an edge over your competition. Whether you’re looking for great customer service or wanting to rake in the profit, great employees can help.
It’s important to look for quality candidates who are engaged in the recruiting process. They should be qualified, have the right experience and be a good team fit.
Don’t know where to start? Try getting together a sourcing strategy which will give you a structure to follow.
Unfortunately, candidate sourcing is no easy task. There’s the trouble of what channels to use, how to market your role and then finding qualified candidates.
Issues that many companies face include:
- Not enough candidates
- Unqualified candidates
- Applicants who don’t understand the job
- Not enough time
- Uninterested candidates
- Long hiring process
- Not knowing where to advertise
There are many, many more issues faced by hiring managers as well. That’s where this guide on sourcing strategies for recruiters comes in. There are many resources you can use but we’ve collated useful advice into one place for you. We’ve compiled some tips and tricks to help you with all these issues and more.
Sourcing Strategies for Recruiters: Tips and Tricks
- Build your brand as an employer
Employer branding is something a lot of companies don’t even consider. How is it different from normal branding, you ask? Employer branding refers to how your company is perceived as a potential employer. Whether you’re known as a great employer, or if people think you work your staff too hard.
Building your employer brand can encourage the ideal candidates to want to work for you. A great purpose statement and website can be a great way to start with this. On the other hand, a bad brand image can cause fantastic people to let a job opportunity from you pass them by.
Undertake some recruitment marketing and start getting your brand image out there.
- Engaging ads and job descriptions
Unfortunately, many job descriptions and ads are written very poorly. Often, it is unclear what the role is and what it entails. This can cause wonderful candidates not to apply due to lack of clarity. How would you know you’re qualified for a role if you don’t understand what it is?
If you want to find candidates who are suitable for the role, you need to describe it well. Use easy to understand language and make it as engaging as possible.
- Where to advertise
Now that you’ve crafted an incredible ad and job description, you must decide where to post it. Job boards, career sites and social media are all great options.
Consider where your ideal candidate may be looking for jobs. If you’re seeking a great deal of experience, your candidates may be older. Then you might want to try more traditional methods of posting ads. On job sites and in newspapers may work for this.
If you’re trying to fill a graduate role, it’s likely to be Gen Zs and Millennials who are qualified for this. In this case, posting on social media may work better for you. Instagram and Facebook are both common choices and could both work well to attract the right talent.
- Get referrals
An employee referral programme can be a very effective way of sourcing suitable job candidates. People don’t tend to recommend those they don’t trust and respect. The reason is that if that person messes up, it could reflect badly on them.
That’s why it can be such a great source of talented candidates for you. Also, your employees will likely have a good understanding of the skills required for the job and the skills their associate possesses. They can make that job/person match for you.
Employees who were referred to you tend to stay on longer. This may be because they feel they owe it to their referrer to see it through. This means less turnover for you and fewer associated costs.
- The employee pipeline
Many of us have heard of this phrase, but don’t understand exactly what it means. The employee pipeline is essentially candidates who are on the back burner. Either they have applied for other roles but weren’t the right fit or they have been referred by others when no roles were available.
You must keep track of these talented individuals. You never know when another role may pop up which could suit them beautifully.
Using a CRM or other similar system can help you keep track of these people. It is a place you can store their information and the details of your engagement with them. Building and maintaining relationships with these people can help you in the future.
Whether you’re a hiring manager or recruiter, you’ll find these tips invaluable in the hiring process. All the best of luck in finding your ideal job candidates!
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