Recruiting 101: What is Candidate Sourcing and How You Can Leverage it to Scale Your Team Quickly?
When searching for quality candidates for your organization, talent sourcing professionals and hiring managers use different methods to identify qualified candidates quicker, engage candidates better, and choose from them.
The recruitment process starts with posting a job ad on different job boards and channels and hoping that it reaches the right audience so that the applications start coming in.
Among the many effective methods, candidate sourcing continues to be one of the best strategies to find the right person for the job. This article discusses what candidate sourcing exactly is and tips on how you can scale up your team quickly.
What Is Candidate Sourcing?
Sourcing is the process of identifying and evaluating potential employees who haven’t formally applied for a position.
Names, proof of qualifications, and phone numbers of sourced prospects are all elements you are looking for. Candidates who are sourced rather than those who apply directly have their metrics and information recorded differently.
How Can You Leverage Candidate Sourcing to Scale Your Team Quickly?
When we talk about recruiting sourcing, it is essential to remember that we are talking about approaching candidates who haven’t applied for a position. According to research, 36% of the workforce is actively pursuing new jobs, but nearly 90% are willing to listen and discuss a promising opportunity.
Moreover, recruitment processes can often be costly and strenuous, and there is a slight chance they might fail. Therefore, it is essential to consider candidate sourcing as a suitable alternative.
Let’s look at a couple of recruiting sourcing best practices that you can follow.
1. Ensure Openness, Accountability, and Command
Recruiting sourcing and hiring managers are no longer the only players in the hiring process when a company is experiencing rapid growth. Executives, department leaders, financial managers, and others are also involved. The recruitment process becomes more complicated because you are no longer only looking to fill a vacancy. All parties involved in the hiring process should be held accountable for their respective roles through a recruitment system that you can control from one location.
2. Develop a Sound Hiring Strategy
For a company experiencing rapid expansion, it is essential to have a hiring strategy that is just as dynamic. Recruiters could handle one or two employees manually, but no two hundred at the same time. To prioritize requests correctly, categorize them appropriately, and keep track of them at all times, you need an organized method when hiring in large numbers.
In real-time, you can monitor hiring requests, manage approvals, and examine budgetary statistics using a workable hiring plan. To hire new employees, hiring managers create requisitions and follow predetermined procedures. Your hiring performance report automatically updates when new positions are created and filled, allowing you to monitor changes, make adjustments, and anticipate your hiring budget for the year.
3. Develop a Hierarchy in the Workplace
Your organizational structure will change as the business grows. An adaptable system is needed as teams grow and evolve. Initiate the department hierarchy process. Custom departments and hierarchical structures can now be managed centrally, allowing your company’s hiring structure to grow.
Organize essential aspects of the hiring process by department and location using your career portal, dashboards, and reports to filter by department. With the help of a super admin, you will be able to retain rigorous control and organization as your hiring process expands.
4. Permissions and Privileges
A company’s hiring process becomes increasingly complex as employees increase from five to five hundred. Protecting sensitive data becomes increasingly difficult when the number of users increases and the level of seniority decreases. Roles and permissions in your organization’s admin system let you manage who sees what and when.
For each user position, someone must grant a particular set of permissions to them to complete their assigned tasks.
5. Save Time by Automating Administrative Tasks
Dealing with hundreds of applications for a single position might be overwhelming. On top of that, if you plan to use recruiting sourcing, you will have a lot of work on your hands. Plus, if there are multiple positions to fill, your responsibility will increase exponentially. Several things can help you speed up the process and avoid long delays in the hiring process.
6 Let Sourced Candidates Schedule Interviews on Their Own
One candidate’s scheduling might take days to manage, so picture doing it for a hundred. If you are conducting recruiting sourcing for a quickly expanding company, it is impossible to organize interviews. The software can easily automate the back-and-forth scheduling interviews and help you track sourced candidates. You can also use it to allow candidates to choose an interview time according to their convenience and availability.
7. Conduct One-Way Video Interviews
The screening and interview process for qualified candidates is accessible with the right tools. You can achieve this by scheduling online and virtual interviews with the sourced candidates. This way, you will be able to save time and money, but they would also get to know more about the company without having to leave their home and get in their car. You can cut down on the time it takes to communicate, schedule, and screen candidates with video interviews.
As a part of the hiring process, involve the entire team. You may regularly be involved in the hiring process in your day job, but the hiring manager or executive might not always be. If you want to do a good job, you will need their help.
Making it easier for them to do their part means that you can do yours even at scale. Getting other stakeholders on board and getting them involved can be the most challenging component of hiring at scale.
With a mobile app, recruiters can stay in touch with other key members of the hiring process, wherever they are. The mobile app serves as your assistant, providing you with an overview of forthcoming events, overdue chores, and helpful context. You can screen, communicate, analyze, and even employ from your phone.
8. Build a Talent Pipeline
Finally, recruiters who need to find the best and brightest people to join your firm have challenges due to skill shortages, specialized roles, and lengthy hiring processes. Having a strong talent pipeline is the best place to begin when asked to assist your firm in doubling in size through increased employment.
It is easier said than done to have a steady stream of varied and qualified candidates poured into your hiring pipeline. Do you already have a list of the qualifications you are looking for? You can search on job portals and use specialized tools to generate a list of passive candidates that match your criteria and their most up-to-date contact information.
That was all about candidate sourcing and how it can be leveraged to scale up the company. Thanks to developing technological innovations and advanced hiring procedures, you don’t have to worry about not finding the right talent anymore. Through these tips, you can attract them proactively.
To learn more about recruiting sourcing and how you can make the recruiting process at your company more effective to attract and engage potential candidates, get in touch with us at Recruiter.com.
Our team of talented professionals spread across different locations in the US and have years of proven experience with hiring across various domains. We will be happy to help you build result-driven and high-quality workplaces.
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