Methods for Sourcing Candidates

Hi Friends,

Hope you are enjoying sourcing!!

I have already explained Job Board and Job Portals in my one of the earlier Post. Today I am going to explain about sourcing methods other than Job Portals which are freely available. Before that let me again remind you

What is Sourcing:-

Recruitment can be broadly split into two main areas – sourcing and selection. Sourcing is the stage which encompasses candidate attraction, while the selection stage encompasses the interview and offer process. Sourcing will begin once approval has been officially granted to fill a vacant role within the organisation. When sourcing potential candidates, the aim will be to make the vacancy known to as many qualified people as possible.

Types of recruiters

There are two primary types of recruiters: agency and internal. Both types of recruiters fulfill staffing needs but who they staff for differs. Agency recruiters work at staffing firms that specialize in finding candidates within a specific industry. While they usually specialize in an industry like marketing or technology, they recruit for multiple, if not dozens of companies within that given field. Internal recruiters work for only one company, providing hiring support for all open roles within their company.

Agency recruiters often focus on depth, i.e. finding Java developers if they work for a technical staffing firm, while internal recruiters focus on breadth, i.e. finding both a sales manager and a public relations specialist for their company. Most companies utilize a combination of internal and agency recruiters.

Sourcing methods:-

Employee Referral

Recruiters love working with candidates referred to them by internal employees at their company, or candidates they’ve previously placed. Referrals tend to be strong candidates because they’re reliable enough to that someone is willing to vouch for them. In order to attract more referral candidates, many companies offer a monetary incentive for their employees to recommend people from their network for open roles. Recruiters can save a lot of time hunting down candidates when they get referrals passed along to them.

Personal connections make a huge difference when you are looking for a job. 80 percent of open positions are never even advertised, according to Forbes.

Job Posting

Posting Jobs on various Job Boards (explained in one of the Earlier posts)

 The only downside is that they’re reactive. You have to wait for the talent to come to you, in hopes that the right candidate is among them.

Boolean Sourcing for Google
Boolean sourcing allows recruiters to search for candidate information from all over the web.

You can find resumes and cover letters that are stored within personal websites, job boards and social platforms by using a unique set of search commands.