Top 10 Candidate Sourcing Strategies to Help Find Top Talent

Top 10 Candidate Sourcing Strategies to Help Find Top Talent

Your organization’s future depends on attracting top talent. The ability to build a talent pool will increase your chances of finding the right candidate sourcing strategy for your future growth. A great candidate will result in lower turnover and greater productivity. The flip side is that hiring the wrong candidate could mean damaging your company culture and possibly wasting resources training someone who will be temporary.

This is a complex problem. This is a complex problem that requires your recruitment team to be able to engage candidates but also to streamline the process so you can target the best professionals for the job.

It is essential to develop a strategy that targets the right candidates when building your talent pool. Online recruitment can include building your career page and positioning your company online as an attractive place to work. You should also include offline methods of recruitment, such as inviting employees to refer others and attending events to meet potential candidates in person.

Talent Pool vs Talent Pipeline

What is the difference between a Talent Pipeline and a Talent Pool? Talent pools are not vetted. The talent pipeline is a collection of all candidates that have been vetted and possess the necessary qualities to be considered for a job.

Your talent pool contains all the contact information that you have. This could include candidates who have submitted resumes for past positions, people who met you at job fairs, and any other candidates that you may have found through a variety of sources.

After you have screened these candidates and eliminated those who are not qualified, they will be added to your talent pipeline. A talent pipeline is important because it allows you to target the best candidates more efficiently. You should have measures in place to interact with candidates and establish productive relationships.

What is candidate sourcing?

Talent sourcing refers to actively seeking qualified candidates. Your team will engage with potential candidates to help fill current and future jobs. This type of outreach recruitment example includes building an employer brand so that candidates can see the benefits of working for your company.

While only 36% are actively seeking a new job, the overwhelming majority of workers are open to learning more and willing to share their information. A large number of candidates are attracted to talent recruiting. This talent pool contains both passive and active candidates, who would not know anything about your company or be interested in your opportunities without your candidate sourcing initiatives like Recruitment Marketing. This is part of your talent management strategy to find the best candidates.

Research has shown that candidates who are sourced are twice as productive as those who apply. On average, one in 72 sourced candidates is hired. One in every 152 applicants from outside is hired, compared to one in 72 sourced candidates. This is particularly impressive considering that candidates may be interested in candidates sourced through other sources.

10 Candidate sourcing strategies

How can you attract top candidates sourcing strategy? These candidate sourcing strategies will help you fill your talent pool with qualified candidates.

1. During the process of candidate sourcing, keep in touch with your hiring manager

To ensure you and your hiring managers are on the same page about how a strong candidate should look, it is important to meet regularly with them. This is one way to source the best candidates.

These are some of the ways you can improve the quality of your communication while still being on the same page.

  • As soon as you get a job requisition, hold a kickoff meeting to discuss the role and agree on what qualifications are required.
  • Ask your HR manager to assist you in creating a list of sourcing channels that may be available to your ideal candidates, as well as a list with specific keywords for your role.
  • To discuss the reasons why certain candidates might be a good fit, run a few searches together.
  • Examine the talent pool to determine if there are any requirements that need to be increased or decreased in order to attract the best candidates.
  • Do not stop after the kickoff meeting. Ensure that you keep in touch with your hiring manager during the entire recruitment process. This will allow you to monitor the quality and quantity of candidates and help you fine-tune your search based on their feedback.

2. The best way to start is to source candidates using your ATS

You’ll not only get a hire, but also candidates who can be hired for future positions if you spend time searching for quality candidates. Many companies miss the opportunity to re-engage candidates. Nearly all companies (99%) believe that re-engaging candidates will build their talent network and protect their employer brand. However, less than half of employers actually re-engage rejected candidates.

Your team’s past efforts can be leveraged by starting your search with qualified candidates who have been involved in your previous searches. You will need to have a strategy for engaging with the candidates you have archived.

How to engage candidates

It is a great way to recruit talent. This helps you build your employer brand and makes you more attractive to potential employers. It allows candidates to apply even if they are not yet hired, so that they can be considered for future positions.

You run the risk that candidates who are interested in your company will leave if you don’t actively build an engaged recruitment sourcing strategy. This could be a great source of talent to add to your pipeline. It is important to keep the lines of communication open.

Provide a positive candidate experience to encourage candidates to return to your company in the future. You should archive candidates so that you can find them again.

These are the three steps that will ensure you use past recruitment work to attract future candidates.

Track why candidates aren’t hired

Re-engaging candidates is only possible if you keep track of why they didn’t make it to the ‘hired list’. Did they fit the role? Was the job filled? Do they have the potential to be successful in the future, even though they are not qualified now? To record all this information, it is a good idea to use an applicant tracking system.

Give feedback

Four times as likely is a talent to consider your company for future opportunities if you give them constructive feedback. Yet, only 41% have ever received interview feedback.

Return to

The majority of job seekers (80%) say they would feel discouraged by not being notified about their application status. However, they are three and a quarter times more likely than the others to reapply to a company.

3. Diversify your online candidate sourcing channels

Most recruiters know their preferred channels for finding candidates. Over half (52%) of recruiters say that they first go to their professional networks, while 28% use LinkedIn. Why stop there? These are the most popular methods of candidate sourcing. They’re great! You can add other sources to the mix, but they may not be as popular. Outreach messages may be more effective if they are sent to candidates via less-common websites. Profiles on these sites can provide valuable information that can be used for personal outreach.

What should you do? There are many options on the internet. It is important to know your target candidates in order to better predict where they will be found online. If you are looking for engineers, Triplebyte is a good place to start, or Hired if your startup needs tech talent. You can rely on your team to help you find the right job and to ask questions such as:

  • What are some places you might start your search from the perspective of someone who has been in this field for a while?
  • This community could meet anywhere.
  • What companies are focused on similar tech/products/services?
  • Are there multiple job titles for people in this position? What are they?
  • Aevy, AngelList, Entelo, Entelo, and Facebook are some other good online sourcing channels.

P.S. To make it faster and more efficient to source, all these sourcing channels can be integrated with the best-in-class Chrome Extension.

4. Use offline methods of recruitment

Online channels can increase your engagement, there’s no question. However, offline recruitment is still an effective force. It is possible to meet people face-to-face at events and offline, which can be a great way of finding new candidates.

You can attend industry-specific events and conferences, or organize your own meetups to bring people together. Employers will have less competition and candidates will respond more quickly to follow-up messages after having had a conversation in person. Ask your colleagues to attend the event and help you find great candidates. Sourcing should be a team sport.

5. Utilize Your Staff Network for Sourcing Candidates

Employer networks can help organizations increase their talent pool by ten times. To find out if any of your open positions would suit someone in your network’s candidate sourcing session, meet with your team. Employees can help you reach potential talent and increase response rates from those they know. Facebook will allow you to show different candidate search results to your employees based on your social graph.

This allows you to find candidates that you might not have found otherwise. allows employees to connect their LinkedIn and Twitter accounts, so you can see who is connected to your team. This process can be automated with tools like Simpler or Teamable that automatically recommend candidates based on the social networks of your employees. To increase the response rate of your candidate search, it is a good idea to ask your employee for a warm introduction.

6. You can source candidates for the roles that you do not have yet

Most candidate sourcing is done in this way: “I have X jobs to fill, so I’m going sourcing people for X job.” However, the best recruiters are more proactive and look ahead to the roles they will need to hire for. In a webinar with the manager, Talent Brand Strategist, Proactive Talent Strategies, shared his knowledge in a webinar. He explained that creating personas is the first step to a proactive approach.

How? Take a look at the business growth plans. Next, create a workforce hiring strategy. This will give you an insight into when your company needs to hire new employees throughout the year. Once you have an idea of the teams that need to grow, you will be able to work with your Finance and HR partners to determine the required skills. You can then combine these skills with what you know about your company and the culture of your team so that you can start to source specific profiles.

When your hiring manager is looking for a Java developer at a junior level who can also be proficient in automated testing, there will already be candidates in your ATS available to review. Some of these candidates may be hired!

7. Make sure you are sending out the right messages to sourcing candidates

It doesn’t matter how hard you work to find the right candidates. But it doesn’t matter if they don’t want to engage with your efforts. outreach is a great tool to help you in your talent-sourcing process.

Here are some examples of outreach recruiting. Because the messaging is similar, you can view it as a way of offering superior customer service to potential candidates. It is important to pay attention to their needs and desires. Your message should be tailored to the needs and wants of the candidate, not your company. This message changes the status quo and puts your talent first.

Here are some guidelines:

  • Use a catchy subject line to make your candidate open and read your message.
  • Personalize your message by including relevant information about the candidate.
  • Give a brief overview of your role and the organization.
  • Describe what you think they can do for the team.

It is important to understand your audience before you can write a powerful outreach message. 78% of sales professionals said they would take less money to work for companies that sell compelling products. 66% of healthcare professionals think they would accept less money to be part of great company culture.

Focusing on what is important to each candidate will increase your response rate. You want to provide them with enough information to spark their interest and get them to respond. However, you must be careful not to overwhelm them with too much information. Get feedback from your most recent hires about your outreach messages. Use that feedback to improve your response rates and test new messaging.

8. Create a strong employer brand

Your employer brand can make the difference between candidates responding to your invitations or not. If candidates perceive your employer’s brand negatively, they won’t respond to your outreach. Moreover, an unknown employer brand could impede your efforts. A strong employer brand, however, is a powerful recruiting sources tool. 92% of candidates said they would consider quitting their jobs if offered another job by a company with a great corporate reputation.

Here are some tips to help you improve your sourcing success (and overall recruitment success):

Respond to reviews

Your potential talent will be judged on their reviews. More than 60% of potential candidates look at company ratings and reviews before they decide whether or not they are interested in a job. Review sites such as InHerSight and Glassdoor should be checked regularly. Respond to feedback to let people that you value their opinion and take appropriate action if necessary. This will build goodwill and make your employees feel valued and heard.

Tell your story

Employers can increase awareness of their brand by engaging their employees in storytelling, encouraging them to personalize LinkedIn profiles, creating a company blog, speaking at conferences, and encouraging them to start a company website. Company employees contribute regularly to the company blog. Here they share their authentic stories about their professional experience, passions, and journey to the company. These proof points are great for candidates who want to learn more about your company if you are a small business.

Partner with marketing

There are many strategies that can help you spread your employer brand. Try to find ways to work closely with them in content creation and distribution.

9. Follow-up with candidates who do not respond

Although you may get some responses to your first cold outreach email from candidates, it is likely that you spent too much time researching and building a list to send just one email. Imagine a salesperson reaching out to leads and then giving up. They’d never close any deal!

After you have completed your initial round of outreach and follow-ups, it is important to stay in touch with candidates who were not ready to move. The snooze function makes it easy to keep track of follow-ups. Simply snooze a candidate until you are ready and add any context notes (e.g. “Wants stay in their current position for at least one year.”). You’ll receive an email from the company when it’s time for a follow-up with the candidate. It will remind you that the snooze has ended and the candidate will be added back to your active pipeline.

It is best to wait six months before reaching out to candidates. However, there are other times when it may be a good idea to re-engage with them. Send candidates company news, congratulations on milestones at work wish them happy birthday, ask how their big projects went, and congratulate them on their new jobs. Even if you don’t get immediate results from these check-ins, it’s important to keep in touch with your top candidates to ensure you are the first to hear when they’re ready for a move. Even if they aren’t interested, they might refer someone who would make a great match.

10. Use the right tool

Sourcers have a million balls at the same time. It can be difficult to manage all that activity in spreadsheets and docs. But that is what recruiters have done until now. Choose one of the most efficient recruiting talent sourcing strategy tools to help you streamline your job search and your approach to finding the best candidates.

Conclusion – Candidate sourcing strategy

High-quality candidates are highly sought after, so it is important to be more strategic in order to secure them for your organization. You have to find top-tier talent when there is so much competition. These sourcing talent strategies will help you to fill your talent pool with qualified candidates so that you can hire the best people for your organization.

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