21 Creative Sourcing Strategies To Find and Attract Top Talent (in 2024)
Implementing effective sourcing strategies can significantly expand your talent pool and streamline your hiring process.
Interestingly, passive candidates, comprising 70% of the global workforce, are individuals who are not actively seeking a new job. Yet, they are open to hearing from recruiters. This vast pool of talented individuals presents a valuable opportunity for companies to engage with, which they often overlook due to the absence of direct applications.
In this article, we will explore the concept of sourcing, highlight its advantages, and provide you with 21 proven sourcing strategies.
Contents
What is sourcing?
21 sourcing strategies for recruiters
What is sourcing?
Sourcing is a proactive approach to recruitment and should be a fundamental component of any company’s talent acquisition strategy. It empowers recruiters to actively search for potential candidates and cultivate relationships with them, even if they are not actively job hunting. This enables recruiters to establish a pipeline of highly qualified candidates.
Sourcing plays a critical role in an effective talent acquisition strategy for several reasons, including:
- Access to a larger talent pool: Sourcing allows you to tap into a wider candidate pool beyond direct applicants. It also enables you to build relationships with potential candidates and create a talent pipeline for future job openings.
- Filling hard-to-fill positions: Sourcing is particularly important for filling positions that lack qualified candidates. By reaching out directly, you can personalize your communication with candidates, increasing the chances of connecting with them.
- Competitive advantage: Proactively reaching out to potential candidates through sourcing gives you a competitive edge in attracting and hiring top talent. By engaging with candidates before they actively apply for jobs, you can get ahead of the competition.
- Reduction in time-to-hire and cost of hire: Sourcing can significantly reduce the time and cost associated with hiring. By sourcing, you can bypass traditional recruitment agencies that typically charge a percentage of a yearly salary (usually between 15%-25%). Additionally, maintaining a pipeline of qualified candidates through sourcing enables quick engagement when new job openings arise.
Overall, sourcing is a powerful approach to enhance talent acquisition efficiency and effectiveness.
21 sourcing strategies for recruiters
1. Create an ideal candidate persona
To effectively source candidates, it is important to first create an ideal candidate persona. This involves creating a profile that outlines the skills, experience, and characteristics of the desired candidate. By doing so, you can:
- Focus on the most relevant candidates.
- Increase the likelihood that your messaging will resonate with the target audience.
Action point for HR
- Make sure the recruiting team understands the company’s values and behaviors expected from each candidate. This will enable them to consider these elements when crafting the candidate persona.
2. Create online talent communities
Online talent communities are a powerful tool for creating engaged relationships with potential candidates. By fostering these communities, you can build a thriving pipeline of top talent and showcase your brand.
These communities give candidates a space to interact, share insights, and engage with your company. It’s essential to create an environment where individuals can connect, communicate openly, and share valuable information.
Moreover, staying active in these forums allows you to stay in touch with potential candidates that may not be ready to apply just yet but are interested in learning more about your company. Overall, creating and nurturing online talent communities is a strategic approach to building stronger relationships with potential candidates and ensuring access to top talent for future hiring needs.
Action points for HR
- Consider selecting an appropriate online platform for your talent community, such as a dedicated section on your company website, a LinkedIn group, a Facebook group, or a specialized community platform.
- Create and distribute valuable and relevant content to your target audience, including industry insights, job market trends, career advice, and company updates. Encourage employees to contribute and share their experiences to foster engagement.
- Actively engage with community members by addressing comments, answering questions, and responding to messages to make them feel valued and heard.
- Motivate employees to actively participate in the talent community and share relevant content on their social networks. Employee advocacy can significantly extend the community’s reach.
- Maintain a consistent level of engagement by regularly posting fresh content, providing updates on company news, and cultivating an active and vibrant community.
3. Revisit former candidates
On average, a corporate role receives 250 applicants, but only one person is hired. That means you have 249 interested candidates who were not successful for that position alone.
Although they may not all be top performers, some may have potential. Start by reviewing these candidates and engaging with those who align with your ideal candidate persona.
Ideally, you have already collected the data of these individuals in an applicant tracking system (ATS) or a similar database, which can facilitate the process. More details on this will follow.
Actions points for HR
- Ensure that your recruiters are aware of and proficient in using the ATS, candidate relationship management (CRM) system, or any other database used to track applicant information.
- Consider including ATS or similar system training during recruiter onboarding.
4. Create and maintain a sourcing pipeline
Utilize the data from previous candidates stored in your company’s applicant tracking system (ATS) to establish and sustain a sourcing pipeline. This data can serve as the foundation for your sourcing pipeline.
Additionally, consider including passive candidates in your pipeline – those individuals who are not actively seeking new opportunities at the moment. Alternatively, you may choose to create a separate pipeline specifically for passive candidates, as they have yet to undergo the same vetting process.
Actions points for HR
- Start by thoroughly reviewing and organizing the data of previous candidates stored in the applicant tracking system (ATS). Categorize candidates based on skills, experiences, and qualifications to identify potential matches for future job openings.
- Analyze the skills and qualifications of previous candidates against the current and future hiring needs of the company. Identify any skill gaps and prioritize areas where the company may need to build a stronger talent pool.
- Separate passive candidates from active ones in your ATS data. Create a dedicated segment or pipeline specifically for passive candidates to ensure targeted outreach and engagement.
- Regularly communicate with candidates in the sourcing pipeline. Implement a nurturing strategy that includes personalized emails, updates on company news, and relevant job alerts.
5. Build a strong employer brand
Research has indicated that 86% of individuals would refrain from applying to a company with a negative reputation. Additionally, a compelling employer brand can result in enhanced talent acquisition, decreased time to fill and hire, and reduced salary expenditure.
Your employer brand can serve as a valuable asset or a hindrance in talent sourcing.
Action point for HR
- Collaborate with your talent acquisition team, recruiters, and departments such as marketing and communication to develop a robust employer branding strategy if one has not already been established.
6. Explore LinkedIn Recruiter
LinkedIn, the world’s largest professional network, boasts over 900 million members across 200 countries and regions. This expansive platform provides recruiters with unparalleled access to a vast talent pool.
One such tool, LinkedIn Recruiter, empowers recruiters and hiring managers with numerous capabilities, including candidate sourcing and engagement.
In addition to its extensive talent network, LinkedIn Recruiter offers various benefits, such as advanced search capabilities, access to passive candidates, and insights and analytics. Considering the specific needs of your candidate search, LinkedIn Recruiter can be a valuable addition to your sourcing strategies.
Action points for HR
- Take the time to familiarize yourself with all the features and tools available within LinkedIn Recruiter. This includes advanced search filters, InMail messaging, and candidate insights.
- Enhance your company’s LinkedIn profile to make it appealing to potential candidates. Highlight your company culture, values, and achievements to pique candidates’ interest.
- Utilize LinkedIn Recruiter’s advanced search capabilities to narrow down your candidate search based on specific criteria like location, job title, years of experience, and more.
7. Use various (Boolean) search methods
Utilize diverse (Boolean) search techniques when sourcing candidates through popular search engines like Google and Bing. These platforms provide access to a wide range of individuals across multiple online avenues, including personal websites, blogs, forums, and social media networks.
Also, familiarize yourself with techniques such as the commonly known Boolean search method and the X-ray search technique.
Action point for HR
- Gain a solid understanding of the fundamental principles of Boolean search, encompassing operators like AND, OR, NOT, and the effective usage of parentheses.
- Collaborate with hiring managers to identify crucial keywords and phrases associated with the job opening, and employ these keywords in your Boolean searches to target candidates possessing the right skills and experiences.
- Acquaint yourself with the X-ray search technique, which enables searching specific sites such as LinkedIn or GitHub through search engines like Google. This approach proves advantageous in accessing hidden or non-indexed profiles.
- Make use of advanced search filters provided by search engines to narrow down results based on location, time frame, file type, and other parameters. Leveraging these filters can assist in locating candidates in specific locations or those who have recently updated their profiles.
8. Create personalized outreach
Receiving messages clearly generated by an AI-driven tool like ChatGPT can be off-putting. When reaching out to potential candidates, personalizing your outreach message becomes essential.
Action points for HR
While there are various approaches to this, here are a few key considerations:
- Keep it concise – around 200 words suffice to convey your message effectively.
- Personalize the subject line – this significantly improves the open rate.
- Maintain a friendly and respectful tone.
- Follow up and remain responsive – if there’s no immediate response, consider reaching out again after a few days. If there is a response, promptly reply to maintain engagement.
9. Go virtual
As technology advances, so does the way we connect with potential job candidates. With VR, recruiters now have the opportunity to provide immersive virtual experiences for job seekers.
One way to tap into these opportunities is by participating in virtual job fairs. This platform allows companies to connect with candidates from various locations and provide a more personal touch, even from a distance.
Moreover, utilizing VR to showcase the company’s work environment can help candidates get a better sense of the job role and work culture. The use of VR in the hiring process could potentially save both the candidate and the company time and resources while increasing the likelihood of finding the perfect fit for the job.
Action points for HR:
- Attend virtual job fairs to connect with potential candidates from diverse locations. Create an engaging virtual booth to showcase your company culture, job opportunities, and foster personal interactions.
- Use VR technology for immersive experiences that provide candidates with a virtual tour of your work environment. Highlight office spaces, team collaboration, and a typical workday to help candidates envision themselves in the role.
10. Optimize your careers page
Amidst so many great talent sourcing strategies available, the importance of the good old careers page can sometimes be overlooked. While it plays a key role in your employer branding strategy, it deserves dedicated attention in this article.
Think of it as a passive sourcing channel; when jobseekers search for your company name followed by “careers,” your careers page appears. This highlights the opportunity to maximize its potential and develop a deliberate strategy for it.
Action points for HR
To optimize your careers page and provide a seamless experience for job seekers, consider the following:
- Ensure easy navigation and user-friendliness. Use clear headings and categories to organize job openings based on departments or locations.
- Implement a user-friendly job search function. This will help candidates find relevant opportunities quickly and efficiently.
11. Host talent hackathons
Hosting a talent hackathon can be an effective way to identify and attract skilled candidates for your organization. During a hackathon, skilled individuals come together to work on a project over a period of time, often 24-48 hours.
This fast-paced, challenging environment allows you to see how candidates can problem-solve and collaborate under pressure. Not only does a hackathon allow you to observe candidates’ technical skills, but it can also provide insight into their creativity and innovation. By putting on a talent hackathon, your company can attract top talent by highlighting its culture of innovation and commitment to fostering growth in its employees.
Action points for HR
- To promote the talent hackathon, utilize a range of channels, including your company website, social media platforms, industry forums, and tech communities. Specifically, target skilled individuals who are likely to participate in hackathons and have an interest in your organization.
- Collaborate with industry experts and tech leaders who can serve as mentors or judges during the hackathon. Their involvement enhances the event’s credibility and delivers valuable insights when evaluating participants.
- Offer attractive prizes or incentives for the winning teams or standout participants. This strategy fosters participation and motivates candidates to showcase their abilities to the fullest extent.
12. Tap into influencer marketing
Influencer marketing has become increasingly popular in recent years as a way for companies to tap into the power of social media. By partnering with industry influencers, bloggers, or thought leaders, the talent acquisition team has the opportunity to reach a wider audience and increase brand visibility.
By working with individuals who have a strong following and influence in your industry, you can attract the attention of potential candidates who may not have otherwise heard of your company. Whether you’re looking to hire for a specific role or want to build a strong talent pipeline for future openings, influencer marketing is a strategy worth considering.
Action points for HR
- Research and identify relevant influencers, bloggers, or thought leaders in your industry who have a strong following and influence. Look for individuals whose audience aligns with your target candidate demographic.
- When approaching potential influencers, make sure to present genuine and authentic partnership proposals.
13. Customers could be your ideal candidates
When it comes to recruiting, have you considered targeting your customers as ideal candidates? It may seem unconventional, but it can be a highly effective approach. Just think about the recruitment posters at your local supermarket.
Customers who have interacted with your organization have firsthand experience with your products, services, and brand. This gives them unique insights into your organizational values, culture, and offerings.
By leveraging these insights, you can tap into a pool of potential candidates who already align with your business. Not to mention, customers are often loyal and passionate about your brand, which are qualities that can translate into becoming a valuable part of your team.
Action points for HR
- To identify brand advocates and loyal customers, analyze customer feedback, reviews, and repeat business data. These individuals are likely to have a strong passion for your company and can be excellent candidates for potential roles.
- When crafting recruitment messages, tailor them to your customer audience. Emphasize how their experiences align with your company’s values and make them suitable for positions within the organization.
14. Keep informed of the company’s growth plans
Ideally, you want to get ahead of the roles you’ll need to source for in the future.
One way to do this is by looking at the company’s growth plans to understand which teams need to grow when and what candidate personas you will be focusing on. This will enable you already to build a pipeline of (passive) candidates, engage with them, and reach out when the time comes.
Action points for HR
- It’s important to maintain regular communication with company leadership. Actively participate in meetings or discussions where growth strategies are being discussed to gain valuable insights into upcoming roles.
- Collaborate closely with department heads and managers to identify the specific expansion requirements of their teams. Take the time to understand the unique skill sets and candidate profiles needed for each team’s growth.
- Leverage the information gathered from growth plans to forecast and anticipate future talent needs. Develop a talent acquisition roadmap that clearly outlines the positions to be filled and the projected timelines for hiring.
15. Encourage employee referrals
Encourage employees to recommend potential candidates. Employee referrals hold value as current employees have a firsthand understanding of the company culture and can vouch for the abilities and suitability of their referrals.
AIHR has implemented an employee referral program that is further incentivized with a cash reward. All referred candidates undergo the same evaluation and screening process as other applicants.
Action points for HR
- Develop a clear employee referral program with defined rewards and recognition for successful referrals.
- Communicate the program effectively to managers and employees through various channels such as email, intranet, and team meetings.
16. Don’t overlook internal candidates
Internal candidates should not be overlooked when sourcing talent. Internal mobility offers employees the chance to discover new career paths and development opportunities within the organization. Additionally, it allows recruiters to capitalize on the existing talent pool, saving both time and money.
Action points for HR
- Get executive buy-in. When leaders promote and support internal career development, employees are more likely to see the value in staying with the company and investing in their own growth and development.
- Educate managers about internal mobility and the fact that their team members may, at some point, be ‘sourced’ for a different role within the company.
For more best practices and a 7-step plan to implement an internal mobility program check out our article on talent mobility.
17. Build and maintain a talent pool of former employees
According to EY an alumni network is “a goldmine of talent and a useful starting point when considering new hires or a career move”.
Building and maintaining a talent pool of former employees, especially those who left on good terms, is a simple yet effective addition to your employee sourcing strategies.
You can create a private Facebook or LinkedIn page for alumni, where you can provide regular updates about the organization and share job openings. Additionally, you can leverage this network by reaching out to alumni for potential candidate recommendations.
Action points for HR:
- Ask employees in their exit interviews whether or not they would consider working for the company again in the future.
- If so, ask them whether they would like to be added to the company’s alumni talent pool.
18. Diversity sourcing with online and offline methods
Creating a diverse and inclusive workplace is crucial in today’s business world, and recruitment plays a key role in achieving this goal. One strategy that recruiters can utilize is diversity sourcing, and this involves a mix of both online and offline methods.
While online methods such as job boards and social media can be effective, themed events such as a Women in Tech career fair provide an excellent opportunity to connect with talented individuals from a range of different backgrounds who are interested in working within your industry or company.
By diversifying your recruitment efforts through a mix of on-and offline methods, you can ensure that your workforce is more reflective of the broader community, which can lead to a range of benefits for your organization as a whole.
Action points for HR:
- Organize themed events or career fairs focused on diversity, such as Women in Tech or Diversity Career Expo. These events provide a platform to connect with talented individuals from diverse backgrounds who are interested in your industry or company.
- Partner with diversity-focused organizations, community groups, and educational institutions to expand your candidate pool. Attend their events, workshops, and networking sessions to connect with potential candidates from underrepresented backgrounds.
19. Explore DEI sourcing options on LinkedIn
You can leverage LinkedIn’s filtering and search options to explore diverse sourcing for DEI initiatives. For instance, inclusively search for candidates who identify as women by including pronouns such as ‘her’ and ‘she’ in the search criteria to discover profiles that match.
Action point for HR:
- Use LinkedIn’s diversity filters to narrow down your candidate search based on various diversity attributes, such as gender, ethnicity, or veteran status.
20. Build collaborative partnerships
Collaborating with other groups and communities is a great way to source diverse candidates. By joining a range of groups both on- and offline, you increase the likelihood of discovering a diverse pool of candidates.
For example, you might find LinkedIn’s ERGs that focus on diversity, equity, and inclusion (DEI) to be a valuable resource. Attending DEI-focused webinars and events hosted on LinkedIn can be a great way to expand your knowledge of diversity sourcing and connect with potential candidates. By building these collaborative partnerships, you’ll be able to tap into a wider range of talent and create a more inclusive workplace.
Action points for HR:
- Research and identify diverse groups and communities both online and offline, that align with your organization’s values and diversity goals. These may include LinkedIn’s ERGs focused on DEI, local diversity organizations, or industry-specific affinity groups.
- Attend webinars, seminars, and events focused on diversity and inclusion hosted by various groups and communities. This provides an opportunity to learn about diversity sourcing best practices and network with potential candidates.
21. Measure your recruiting metrics
Measuring recruiting metrics is a critical element in any well-designed sourcing strategy. Closely monitor your performance indicators and analyze the data to make informed decisions.
Recruitment metrics such as time to fill, cost per hire, and applicant quality offer crucial insights into the effectiveness of the current recruitment process. By examining these metrics, you can gain a deep understanding of your sourcing efforts’ outcomes and identify areas that require optimization.
Action points for HR
- Determine the key recruitment metrics that align with your organization’s sourcing goals. Metrics like time to fill, cost per hire, applicant quality, and source of hire are essential for evaluating the effectiveness of your sourcing strategy.
- Set up systems and tools to collect and track recruitment data effectively. Utilize applicant tracking systems (ATS) and HR analytics software to gather relevant data points for analysis.
- Continuously monitor the identified recruitment metrics to track progress and identify trends over time. Regularly updating and reviewing data allows you to make timely adjustments to your sourcing strategy.
To sum up
Using effective sourcing strategies can significantly enhance your talent pool and streamline the hiring process. Keep in mind that different organizations may require tailored approaches as strategies that yield excellent results for one role, and the company may not be as effective elsewhere. Experiment with various methods and see what works best for your organization.
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