Talent sourcers are seeing more and more demand for their services as HR departments struggle to fill roles. We’ll examine the pros, cons, and best practices of using talent sourcers in your company.
What is Talent Sourcing?
Talent sourcers are searching for candidate fit for open positions. They attract their candidates by leveraging LinkedIn, social media, and other online methods to reach passive job seekers. A talent sourcer is responsible for the following: * Scouring the internet for potential candidate leads. * Screening the candidates using pre-established criteria (job requirements). * Following up with candidates until they're hired. * Maintaining high-quality standards of conduct at all times in order to maintain a professional image in front of clients and prospects. There are three different types of talent searchers: full-time, part-time, and consulting talent sourcers. Full-time talent sourcers take on all aspects of recruitment including sourcing, screening, interviewing, recruiting and more on behalf of a client company. Part-time or consulting talent supervisors have limited responsibilities - these are typically people who manage multiple companies' recruitment needs while they work full time elsewhere. A part-time or consulting firm could also include sales representatives that work solely with prospective clients or professionals who provide recruiting services only to certain companies like those listed above.
Difference between Talent Pool and Talent Pipeline
Talent pool: A list of people who are employed or have been consulted with in the past. Talent pipeline: A network that is targeted to talent pool members who meet the requirements specified by a company.
The Candidate Sourcing Process
The talent sourcer is tasked with finding potential candidates for a company. This could include but is not limited to: -Candidates for open positions -Candidates for internship opportunities -Potential employees for service contracts -Potential employees by referral from current employees The process begins with the recruitment of new talent or the expansion of an office. This includes identifying and researching companies that might be a good fit, posting an advertisement on a job board, or networking with people at other firms in your industry. Once you have identified potential candidates, it’s time to contact them. The recruiter will send them a variety of materials and interview them over the phone or in person. If they seem as though they’re a good fit based on what they share during their interview, they will be invited to fill out an application and submit it through your company website. Talent sourcers make recommendations based on what they learn about each candidate. After this process, the recruiters will make decisions about who gets offered either a job or an internship position and which companies are contacted about terms.
What Sourcing Channels to Use
There are a variety of sourcing channels that talent sourcers use. The most common are advertisements, networking events, job boards, social media and job fairs. Advertising is the most popular channel for sourcing because it’s so easy to get started and you don’t have to invest any time or money in recruitment. Job boards are a good choice for resources but take time to research beforehand. If you have enough money to spend on advertising, social media is always a good channel to explore. In general, networking events are probably the best channel for learning about your industry's landscape and getting connected with people who could be potential candidates for your company. Job fairs can be a great way to meet many people at once.
Offline Recruitment Strategy
As the demand for talent sourcers has increased, many companies are shifting their recruitment strategy to include more offline networking at tradeshows and job fairs. This is an effective way of finding your next hire, as you’re able to meet candidates in person. However, the downside of this strategy is that it takes a lot of time and money up front. If your company doesn’t have enough budget to invest in offline recruitment strategies, you can still be successful by hiring a talent sourcer to help you find qualified candidates who might not be searching for a job yet (like people who are still in school).
Outreach Strategy for Sourcing Talent
The first step in building a strong talent acquisition strategy is to identify your needs. This can include determining the number of open positions, what skills are needed, and whether this is a temporary or permanent position. Once you have these details in hand, it’s time to start the process of sourcing candidates. One easy option for sourcing talent is LinkedIn. You can use LinkedIn search to find people who are qualified for jobs that are relevant to your company. Once you’ve found someone that you think might be a good fit for the job, reach out to them via email with a personalized introduction and inquiry about their availability. Another option for finding talent would be recruiters. Recruiters are typically paid by companies who want to fill open positions quickly and require less overhead than hiring an employee themselves. Recruiters typically charge on a contingency basis, which means they will only get paid if the candidate ends up taking the job.
Importance of Employer Branding
The importance of creating an employer brand is a key factor in attracting the best talent. The company culture and clear career opportunities are just a few factors that attract people to your company. When you create an employer brand, you are telling potential employees what you want them to experience when they join your company. With this information, it’s easier for employers to attract quality talent who will feel comfortable in their environment. It’s important to know how to use your employer brand effectively in order to advertise your company and landing page as well as convey important messages about what your company stands for. You can find more information on these things by using online tools like Google analytics, LinkedIn, and Twitter Ads.
