Sourcing is a step that has taken more and more place in the recruitment process in recent years. Indeed, to find new talent, writing and publishing a recruitment ad is no longer enough. We must then use new methods to attract and convince the talents to apply in our company (for example by developing an employer brand). Companies must use different strategies to achieve this goal In this article, you will see what sourcing is, how to define a sourcing strategy, and how to organize it in order to find candidates more efficiently.
Definition of Sourcing
Sourcing is a term used in the field of recruitment to define the action of seeking and identifying candidates likely to meet a recruitment need. Sourcing is therefore a process of finding candidates. Sourcing profiles means looking for specific profiles that correspond to a list of selection criteria for a specific recruitment need.
Today, everyone is “connected” whether it is on his or her PC or on their phone. The Internet allows everyone to have access to a flood of different information. In the field of recruitment, this phenomenon has had the effect of being able to allow recruiters to also have access to a great deal of information and in particular, to be able to find candidate profiles themselves. Using sourcing means being able to use all 2.0 resources to be able to find candidates to whom we would not have been able to access before. Sourcing replaces the traditional “head hunt” of candidates.
Use Sourcing When Ads aren’t Enough
Ads are systematically used when recruiting. They make it possible to inform candidates of the recruitment needs that one may have. However, the ads are not always effective. Indeed, sometimes, they happen that the recruiters receive few or no applications at all. The objective of sourcing in this case: find THE talent that will meet our expectations and if we cannot find it by posting ads, we will even look for it!
As a recruiter, we are often confronted with the so-called “penury” profile: candidates with particular skills and who are, therefore, considered rare. Sourcing makes it possible to be able to go in search of its rare candidates by using tools that make it possible to do research according to the exact skills you are looking for. Using sourcing means being able to get in touch directly with the candidates that interest us: a message on the networks, a call or even an email.
Candidates are connected and returns will inevitably be faster than waiting for a candidate to apply for an advertisement. Warning: however, you must use messages that will attract him and push him to apply to your company. To define your sourcing strategy, you must first define exactly your recruitment needs. Each need is different, so it is important to understand its need beforehand in order to establish the strategic sourcing software that will be the most relevant and effective.
To do this, start by defining your recruitment needs using a job description. Determine the criteria that you deem mandatory and the criteria that you deem optional that your candidate must have in order to be eligible for the position. One of the first things to determine is how much budget you can allocate to your recruiting. In fact, the larger your budget, the wider you are sourcing channels will be.
If your budget is non-existent or low, favor social networks like LinkedIn, free search engines or your existing network of candidates. You can also use the traditional “hunt” by directly calling candidates who might be of interest to you. If your budget is larger, you can also use. These strategic sourcing solutions are databases that bring together the CVs of each candidate who has decided to set up his profile there. Thanks to these solutions, you will be able to select the skills or experiences of the candidate sought in order to be able to contact them subsequently.
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