What is Talent Sourcing?

Talent sourcing is the process of identifying candidates and converting them into applicants. It involves finding, attracting, generating, and connecting with potential candidates. In this blog, we’ll delve into the exciting world of talent sourcing, exploring its differences from recruiting and acquisition, the various methods used, and the step-by-step process that drives successful talent sourcing.

What is the difference between recruiting, acquisition, and sourcing?

Talent sourcing is a comprehensive term that encompasses researching and identifying candidates for current and future roles within an organisation. It goes beyond mere acquisition and focuses on approaching potential candidates and encouraging them to apply. 

On the other hand, talent acquisition is the strategic HR planning process that aims to source, identify, and hire the perfect candidate for the organisation. 

Talent recruiting, meanwhile, involves filling job vacancies by inviting applications, screening candidates, and ultimately selecting the ideal candidate.

Methods of Talent Sourcing

1. Networking: 

Networking plays a significant role in talent sourcing. Job fairs, career pages, and other networking events provide fantastic opportunities to connect with potential candidates. When sourcing for a specific department, it’s crucial to consider where your ideal candidates are likely to spend their time. By strategically placing yourself where they are, you increase the chances of discovering the perfect fit for your organisation.

2. Advertising:

Job advertising is a tried-and-true method to attract qualified candidates to your organisation. Social media platforms have also become valuable tools for advertising job openings. Crafting an enticing and compelling job advertisement is essential in order to sell the role to potential candidates. When sourcing through advertising, highlight the reasons why a qualified candidate should apply for the job and emphasise the skills required for the position.

3. Usage of AI: 

Artificial Intelligence (AI) has revolutionised talent sourcing by enabling data collection and tracking of the right candidates. Through Customer Relationship Management (CRM), applicant tracking systems, and talent management software, AI helps identify the best candidates for the future growth of your organisation. Conversely, making the wrong hiring choice can negatively impact company culture and waste resources on a temporary employee.

4. Referrals: 

One of the most efficient and effective ways to source new talent is through employee referrals. Your current workforce can be an invaluable resource for finding new talent, as this minimises the cost of talent sourcing. Encouraging employees to refer potential candidates creates a positive work environment and fosters a sense of teamwork and camaraderie.

5. Job Opportunities: 

Posting job opportunities on job boards remains a popular talent-sourcing method. When utilising this approach, clearly list the skills required for the position and the qualities necessary for a good fit with your company culture. By doing so, you attract candidates who align with your organisation’s values and have the necessary skills to excel in the role.

The Process of Talent Sourcing

1. Understanding the Organisation’s Requirements: 

Before embarking on talent sourcing, it’s crucial to thoroughly understand your company’s needs. Consider factors such as company culture, pay ranges, and the specific skills required for the job. By analysing these factors, you gain a clear understanding of the type of person best suited for the role.

2. Ideal Candidate Persona: 

Developing a clear ideal candidate persona is essential for effective talent sourcing. It helps you connect with the desired candidates and guides your approach to finding them. By creating a persona, you can segment your target candidates based on their skills, experience, and pay scale. This segmentation allows you to assess whether potential candidates would fit well within your organisation’s work culture, ensuring effective recruitment advertising and a high-quality talent pipeline.

3. Candidate Engagement: 

To drive candidate engagement, it’s important to connect with potential candidates on the platforms they prefer. Build a talent sourcing pipeline by shortlisting screened individuals who are ready to step into a new role when the opportunity arises. Engaging candidates throughout the process keeps them interested and invested in your organisation.

4. Get in Touch with Potential Candidates: 

Create a talent pool of potential candidates who express interest in your organisation. Assess their skills and experience to determine the best fit for each applicant and guide them towards a job offer.

5. Interview Candidates: 

After identifying and contacting potential candidates, it’s time to move on to the interview stage. Interviews are a critical part of the recruitment process, allowing you to assess whether a candidate is suitable for your organisation. Talent sourcing simplifies the interviewing process, as you already have information about the candidate beforehand.

6. Onboarding of Shortlisted Candidates:

Once a candidate accepts the job offer, you can proceed with the onboarding process. Only candidates who successfully navigate the recruitment process are offered a job, ensuring that your organisation brings in top talent.

7. Take Candidate Feedback: 

To provide the best candidate experience throughout the hiring process, it’s important to gather feedback from candidates. This feedback helps you continuously improve your talent-sourcing efforts and create a positive impression of your organisation.

Frequently Asked Questions

1. Why is talent sourcing important? 

Talent sourcing is crucial for building a strong talent pipeline to meet both current and future organisational needs. It allows you to attract passive candidates, improve the quality of hires, and reduce the time it takes to fill positions.

2. What is the difference between sourcing and talent sourcing?

Sourcing involves identifying and assessing the capabilities of a resource, while talent sourcing focuses on finding, generating, and connecting with potential candidates. Talent sourcing ensures a consistent flow of talent throughout the hiring process.

3. How do you use talent sourcing to find the best candidate? 

By implementing a well-defined talent sourcing strategy, you can attract quality candidates and foster candidate engagement, increasing the chances of finding the best fit for your organisation.

Closing Thoughts

Talent sourcing plays a pivotal role in the success of any organisation. 63% of recruiters say talent shortage is their biggest problem.It serves as the initial step in the recruitment process, paving the way for successful hires. Each organisation should develop its own tailored talent-sourcing process to meet its unique needs. By implementing effective talent-sourcing initiatives, organisations can recruit candidates who will excel in their assigned roles, possess the necessary skills, and culturally align with the company. This ensures that new employees contribute to the organisation’s ambitious goals and help drive its success.

LogicMelon

Award-winning recruitment software that will find, attract, hire and analyse the way you want to work. At LogicMelon, we have experienced software recruitment marketing specialists to help you build effective recruitment solutions supported by the best customer service you’ll find anywhere!

Email: sales@logicmelon.com or call LogicMelon (UK) +44 (0) 203 553 3667 (USA) +1 860 269 3089