Sourcing good candidates is a tedious task. Without a candidate sourcing plan, recruiters end up getting unqualified applicants. Only fewer applications match the job requirements. A good candidate sourcing strategy is the first step toward successful hiring.
Here is the list of strategies recruiters use for effectively sourcing candidates:
1. Create an ideal candidate persona
Recruiter’s biggest mistake in sourcing enough talented candidates is lack of clarity in the position’s requirements. It is crucial to document requirements first before opening up the talent pool, job boards and other channels.
Create a fictional profile of the ideal candidate for your open positions. Make it detailed and data-driven. Define position’s requirements and preferences carefully. Include personality traits and key skills. Use your candidate persona to identify the best channels with candidates matching your requirements.
2. Publish jobs on popular job boards
It is best to publish jobs on popular job boards. They display your jobs on their platforms and send them via emails to potential candidates. When your jobs reach a wider candidate, you will have a large talent pool of qualified candidates for screening and selection.
3. Diversify your candidate sourcing channels
Do not rely on one channel for candidate sourcing. Make a list of sourcing channels, and discuss with your hiring manager and other relevant people to determine the best channels where you will find your ideal candidate.
4. Craft a perfect outreach message
Most recruiters use email, LinkedIn and other social media platforms to send outreach messages. When you decide to send outreach messages to potential candidates, make it perfect so that more candidates open them. To make it effective, ensure they:
- Are Personalised
- Trigger interest
- Explains the role
- Has “call to action”
5. Share jobs on social media
Consider sharing jobs on social media platforms for even wider reach. Social media platforms like LinkedIn, Facebook and Twitter are the most used social platforms for sourcing candidates. Job seekers use these platforms to inform if they are open to new opportunities.
On PyjamaHR ATS, you get the feature to share your jobs on LinkedIn, Facebook and WhatsApp in a few clicks.
6. Strengthen employer branding
Without strong employer branding, you will fail to attract qualified candidates. Candidates’ response to your candidate sourcing efforts depends on how they perceive you as an employer.
From posting updates on social media platforms to creating an appealing career page with the PyjamaHR applicant tracking system, there are lots of ways you can build your employer branding.
Use social media platforms and your company’s career page to share workplace updates and exciting employee stories. Post pictures to show what it is like to work with you.
Employer branding will make a difference in the number of applications you receive and the response to your outreach messages. Also, with strong employer branding, you will have the job seekers chase your openings, not the other way around.
7. Track your candidate sourcing channel effectiveness
Until now, recruiters maintained spreadsheets to track their candidate sourcing data. Today, recruiters use tools to simplify tracking how effectively the sourcing channels deliver talented candidates. Consider using an applicant tracking system like PyjamaHR that gives you insights into the performance of sourcing channels. Compare the efficiency of each channel to see which is best for you.
Candidate sourcing is a crucial first step in the hiring process. Use effective tools like an applicant tracking system, social media platforms and sourcing channels – job boards, employee referrals, etc. to get your strategies in place. Finally, measure your recruitment success to identify what works and whatnot.