12 Effective Recruitment Sourcing Strategies To Use
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An effective recruitment sourcing strategy allows HR professionals to find suitable candidates who can help their company grow. A good strategy can lead to efficient hiring processes, higher retention rates and positive candidate engagement experiences. If you are an HR professional or planning to pursue a career in human resources, learning about various recruitment strategies can help you make the hiring process easier and more effective for a company. In this article, we define what recruitment sourcing strategies are, explain their importance and list some effective strategies that you can use.
What Are Recruitment Sourcing Strategies?
Recruitment sourcing strategies are methods that many hiring managers use to find qualified candidates for open positions. Different HR professionals may use different hiring processes according to the company's rules and policies. Recruitment strategies help them to search for candidates who fit job requirements. The strategy of searching for the best professionals may involve multiple effective techniques. The sourcing strategies in recruitment may vary depending on the requirements of the companies. Sourcing is building a pipeline with a vast pool of potential candidates.
Hiring managers can easily go through a database of potential candidates and find the right person for the open position. Sourcing the best possible candidates can bring workforce diversity and promote significant cost savings. With the help of effective recruitment strategies, hiring managers can build strong relationships with skilled and qualified professionals. Here are some major factors that you can consider while recruiting:
Number of job openings
Requirements of the company
The past success ratio of the existing method
Types of duties and responsibilities of the job role
Number of candidates
12 Effective Recruitment Sourcing Strategies
Here are some effective recruitment sourcing strategies that you can use as an HR professional:
1. Use a recruitment database to source candidates
Many companies or hiring agencies have their own recruiting database. Whenever there is a demand for new employees, hiring managers run through the database to find potential candidates. They may use an applicant tracking system (ATS) to find suitable candidates. As a hiring manager, you can also use candidate relationship management systems to find a suitable candidate from the list of previously applied candidates. You can collect and store all the information of candidates and review it whenever necessary.
2. Use social media to find suitable candidates
There are many social media platforms that serve as a great source of potential candidates for various job roles. Several hiring managers add social media to their talent sourcing strategy. You can scan and find candidates on social media platforms depending on the job requirement. Using social media platforms for sourcing candidates can also help you in the branding of the organisation. On employment-oriented online platforms, you can post job descriptions and interact with various professionals.
3. Take help from employee referrals
Sourcing candidates using referrals is another common recruitment strategy that many hiring managers use. Many companies promote a referral program where employees may get paid a referral bonus upon successful hiring of a candidate. You can encourage existing employees to refer suitable candidates for job openings. Many hiring managers consider employee referrals a cost-effective method. You can also allow existing employees to apply for the new roles.
4. Prepare effective job posting
Job descriptions can help candidates understand the educational requirements and skills that are important for the role. Creating effective job postings can help you make the hiring process easier. You can share job postings on various online portals and attract potential candidates. Posting on the right platform can help your job post reach a large audience. Make sure to mention all the important details in the job post, as it may make the recruitment process effective.
5. Assess internal talent
Many hiring professionals consider internal talent as one of the best sources to recruit potential candidates. You can allow existing employees to apply and assess their performance. You can also move existing professionals to a new position or offer them a promotion. It can help employees who want a change in their careers. In addition, assessing internal talent may help you in the better utilisation of resources and save time. Many hiring managers prefer recruiting existing professionals as they can easily adapt to the workplace and the role.
6. Build an effective sourcing pipeline
Hiring managers often collect and store data of all the candidates who applied for the open job roles. This system of collecting information is called the sourcing pipeline which allows hiring managers to find candidates with important skills and qualifications. Whenever a candidate applies for a specific role, you can add the information to the database and use it when necessary. Adding essential information to the pipeline can help you connect with potential candidates for future openings.
7. Collaborate with the employer
Collaborating closely with the employer can help you completely understand their expectations and job requirements. Make sure both you and the employer are in agreement regarding the requirements. You can arrange a meeting and gain a better understanding of the vision and goals of the employer. Consider clearly defining the number of open positions before you start hiring candidates. While recruiting, maintain constant communication with the employer and share the progress.
8. Create effective outreach messages
You can create effective outreach messages to engage with potential candidates and help them learn more about the organisation. Consider crafting an engaging introduction line to encourage them to open and read your complete message. It can help candidates learn the job requirements and how they can benefit by joining the organisation. Include information that is relevant to the job role.
9. Send follow-up emails
Many hiring managers send follow-up emails to potential candidates. Sending follow-up emails can tell candidates that you are interested in knowing more about their skills and experience. Sometimes candidates with all the required skills and expertise fail to join due to personal reasons. If there is a suitable job opening for them, you can send a follow-up email and let them know about the opportunity.
10. Track metrics
Hiring managers can track their metrics after the recruiting phase. You can review the hiring process and analyse which strategy was more effective. Consider reviewing the number of communication attempts in getting responses from candidates. You can improvise the message accordingly and use it in the future hiring period. You can also identify the location from where you got the best applications and continue hiring from that region.
11. Value the candidate's schedule
While communicating with suitable candidates, value their time and become flexible according to their schedule. If you are connecting with a candidate on the phone, first ask them if they have time to talk. Consider clearly telling the time you require so you can discuss all the necessary information about the job opening. You can provide them with multiple options and times throughout the week to connect with them. It can make candidates feel more valued and provide them with a positive opinion of the organisation.
12. Use offline sources
As a hiring professional, you can also find qualified candidates through offline sources. You can attend job fairs and meet candidates in person. Many hiring managers attend events like job fairs and conferences to find suitable candidates with the necessary skills and experience. You can discuss if they are looking for a job opportunity and send them a follow-up email to provide the job requirements.
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