How to choose a proper Candidate Sourcing Tactic

There is none!!!

There isn’t one recruitment tactic fits all and, as such, there are various possible choices in front of a recruiter who is looking for talents to absorb.

Getting straight toward posting on Job boards are the first and easiest one to display a job vacancy. Many opt for recruitment agencies but with a little research, it can be done by anyone willing to go the extra mile.

Nowadays, social media is at its hype, so it’s worth looking into some of them like LinkedIn, Facebook, Instagram, and Twitter.

Though there are few other approaches to reach into a more efficient result and one of the fastest and safest ways is Employee referrals.

It’s crucial to look into all of the possible opportunities and identify the most suits your needs best.

Tactic
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Define your ideal talent

Start an open position by identifying your ideal candidate with designing the job description.

That will let you and candidates understand exactly what you are looking for, what are the job’s mission, authority, goals, evaluations and requirements in both recruitment and employment process.

A comprehensive job description doesn’t just list the skills and experiences an ideal applicant may have, but it additionally works as a way to lure in the best applicants.

These tips are vital to have a great JD:

  • Consider marketing principles
  • Assure that you considered all the aspects
  • Explain the process interested parties need to follow to apply
  • Mention the company’s culture
  • Include keywords and hashtags
  • Utilize the industry-standard title

Proper Medium

There are unlimited recruitment options, though to guarantee outcomes it’s vital to concentrate on the ways where the target audience frequently visits. To do so, you are demanded to get into some little further investigations on the target age group, geolocation, habits, and interests.

Having hybrid advertising on social media and an extensive range of job boards together may suits you the best once you have little knowledge around your audience.

The other common strategy amongst seasoned recruiters is Employee Referrals as they allow a hiring manager to turn their whole team into recruiters.

There’s always the choice of hiring a recruitment agency as well.

Surfing
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1. Job Boards

Boards are powerful enlistment tools, they suggest recruiters the opportunity to advertise a job easily and straightforwardly, while they allow candidates on the other end to scroll and apply within an uncountable number of vacancies.

What’s exceptional about Job board is that they provide complete control of the recruitment process. For instance, job funnel cannot be designed and customized according to the organization’s requirements.

•            LinkedIn: The lead in the online professional world, LinkedIn suggests myriads of options for both recruiters and job seekers.

•            Indeed: One of the most popular boards in the enlistment world that make the job visible to millions of applicants.

•            Monster: The other popular board in the world.

Is it worth investing in paid job boards? Or free ones can be just as good as paid posts? Ordinarily paid ones will yield more reliable outcomes according to the research. These boards offer candidates the opportunity to apply semi-automated methods or even listing on top of the others by increasing the chance of impression and conversion consequently.

Social Media
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2. Social Media

Social media is turning into an all-power tool in the world of hiring and, as such, any hiring administrator who requires to produce results should incorporate them into his or her approach.

Posting positions on social media is affordable, though if you are not mindful of your resources, it could simply turn into a huge loss, so it’s essential to focus on a paid advertisement on the social media channels that could generate better outcomes.

Some of the most popular Social Medias are:

  •  LinkedIn: suggests a diversity of opportunities and a highly effective job listing board. It also enables recruiters to steer the search and expand it into particular keywords or filtering upon your requirement and targeted audience.
  • Twitter:  Enables you to add keywords/hashtags in posts, thus making them searchable make it accessible to look up the job by an applicant. Posting on Twitter can be economical, so it’s something you may add to your recruitment channels.
  • Facebook: Opens you up to a huge audience which will make the job more visible and additionally attract passive job seekers. It also enables recruiters to form a more personal connection with applicants. 
  •  Instagram:  Recruitment here is more enjoyable and simple with little taste of branding including personal branding and employer branding. People are interested in making their work meaningful and they care about who they may work for, so you can post pictures of the company environment and projects to attract people in.
  • Snapchat: Here you have been got considered a lot by teenagers, but, according to the investigations, older demographics also love this app. 7 in 10 users are millennials, determining the next best agent could be around there. There’s a lot of potential to this app as an enlistment tool as it allows you to use stories to accompany job ads.
Referral
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3. Employee Referrals

One of the most effective recruitment channels is to ask current agents if they know of anyone who’d be a good fit in the firm. Research has shown time and again that this is one of the most beneficial tactics for recruiting talented workers who will stay with you for longer.

Performing such a program could benefit the company in the long run, and the benefits can also be more immediate, too. Agents who get to refer their friends (with or without a reward) will feel satisfied that they’ve done something nice for someone, while new hires will also feel happier if they already have a friend within the workplace.

Professionals recommend offering staff incentives to engage actively in the recruitment manner. Various methods are available to improve an employee referral company culture, some companies will go as far as to print T-shirts and stickers, for instance. It is obvious that as long as the company culture is positive, people will want to refer their friends, so simply get people actively involved in the process. Begin by opening the word and allowing the team to come up with their recommendations.

4. Headhunting

Headhunting refers to your attempts of attracting someone who’s currently working for a rival and it’s a borderline unethical strategy. Though, it’s a strategy with many advantages.

Typically, poaching reduces the risk of choosing someone who might be untested or who could maybe be unfit for the work, and this is why so many recruitment directors opt for this method. It is worth mentioning that, to ensure that you won’t get into any real trouble – as in legal trouble – make sure that there isn’t a non-compete clause on the contract of the potential poach.

This approach can change the dictates of the recruitment process. Whereas with more common methods where the jobseeker usually has to ‘seduce’ a company, it is the organization that does the chasing when it comes to poaching, so what is being offered should have value. Accordingly, to poach someone, giving a good package is vital.

The last but not the least, you may get back into your candidate pool within your ATS platform to check whether you got any fit-in candidate to source in again?

Stay tuned with us

Rubberduck Recruiter

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