Best Sourcing Strategies to find the best CANDIDATES! Explained by Recruiter

Summary

The video discusses the essential skill of sourcing candidates in recruitment, especially in the competitive tech industry. It emphasizes the importance of a solid sourcing strategy and building a talent pipeline. The speaker clarifies the distinction between sourcing (finding and engaging candidates) and recruiting (handling interviews and onboarding). The video offers strategies for effective sourcing, such as defining an ideal candidate persona, using Boolean searches, leveraging existing candidate databases, and engaging potential hires consistently. Offline methods like attending job fairs are also recommended, along with ensuring a strong client reputation to attract top talent.

Takeaways

• 🔍 Sourcing is the early stage of recruiting, focused on locating, identifying, and engaging potential candidates.
• 🤝 Recruiting refers to the later stages, such as interviewing and onboarding, though smaller firms may use the terms interchangeably.
• 🏗️ A talent pipeline consists of vetted, qualified candidates actively looking for jobs, while a talent pool is broader and includes unvetted candidates.
• 🧠 Research and define the ideal candidate before starting the sourcing process, including skills, experience, and education.
• 📋 Creating a target persona based on job requirements helps in narrowing down the search and finding better-matching candidates.
• 🔧 Use Boolean strings in searches to find candidates with varying job titles for the same role, improving search accuracy.
• 📂 Check internal databases such as Applicant Tracking Systems (ATS) or CRMs before using external sources to find candidates.
• 💻 Candidates' online profiles may be outdated, so it's important not to rely solely on social media or job boards for accurate information.
• ⏳ Take your time reviewing as many candidates as possible; rushing through may cause you to miss out on the perfect fit.
• 🌐 Offline methods like job fairs, meetups, and conferences can also be valuable for sourcing candidates, especially in niche industries.

Q & A

What is the main topic of this video?

The main topic of the video is about sourcing candidates in the recruitment process, particularly in the context of technical recruiting.

How has the job market changed due to the pandemic?

The job market has seen massive job losses followed by the 'Great Resignation,' with many companies struggling to retain employees and fill open roles. This has made recruiters, especially in the technology industry, more in demand.

What is the difference between sourcing and recruiting?

Sourcing typically refers to the early stages of recruitment when locating and engaging qualified candidates, while recruiting generally refers to the later stages, such as interviewing and onboarding. However, in smaller companies or agencies, the two terms may be used interchangeably.

What is a talent pipeline?

A talent pipeline is a list of vetted, qualified candidates actively looking for jobs, and possibly interested in specific roles, who can be submitted for consideration. This differs from a talent pool, which refers to a broader list of unvetted candidates.

What are some key strategies for effective sourcing?

Some key strategies include researching and defining the ideal candidate, creating candidate personas, utilizing Boolean strings to search for alternate job titles, starting your search internally, and keeping candidates engaged throughout the process.

What is the purpose of creating a candidate persona?

A candidate persona helps define the ideal candidate by detailing key characteristics such as skills, tools, education, experience, and salary expectations. It helps narrow down the search for candidates that best fit the role.

What are Boolean strings, and how can they help in sourcing?

Boolean strings are special modifiers used in search engines to find specific results, such as variants or synonyms of job titles. They help recruiters locate candidates who might have different job titles but fit the qualifications for a particular role.

Why should recruiters check internal databases before searching externally?

Recruiters and companies often have a database of potential candidates from previous searches, such as through an Applicant Tracking System (ATS) or a Candidate Relationship Management platform (CRM). This can be a great source of candidates who may still be actively looking for roles.

Why is it important to keep candidates engaged?

Keeping candidates engaged through regular communication builds stronger relationships and ensures that candidates remain interested in future roles, even if they aren’t selected for a current position. This helps build a more reliable and long-term talent pool.

What offline methods can be used to source candidates?

Offline methods of sourcing include attending conferences, conventions, job fairs, career meetups, or hosting events. These in-person strategies help foster connections and can lead to finding highly qualified candidates.