Career Tech

5 Best Candidate Sourcing Tips For Agency Recruiters

Candidate Sourcing Tips

Published on July 23rd, 2022

Recruitment agencies looking for recruiting software that has been able to master candidate sourcing in this era have the lead in the Millennials and Generation Z competitive talent marketplace.

First, it’s important to know the significance of candidate sourcing. It is an active outreach led by the talent acquisition team to connect with strong potential candidates.

This requires the recruitment managers to shift to a proactive mindset rather than a reactive one. Prioritizing strategic sourcing is a hiring success among several recruitment agencies.

Some of the candidate sourcing tips for agency recruiters are:

  • Plan your sourcing strategy
  • Expand your search
  • Mind passive candidates
  • Build your employer’s brand
  • Let candidates find you

Plan Your Sourcing Strategy

Hiring managers are always looking out for effective strategies that can help find qualified and impressive candidates across a wide array of candidates so that when the time comes, the suitable one can perform efficiently in the role they are hired for.

An effective sourcing strategy optimizes the company’s hiring needs and qualifications. This is the beginning of efficient candidate sourcing for high-volume recruiting.

Analyze job requirements, create the ideal candidate profile, and define the skills and character traits that can serve as a benchmark for potential candidates. Sourcing the best talent is easier said than done.

Hiring the wrong person will cost you thousands of dollars in the long run. Although time-consuming, planning the sourcing strategy is advantageous to getting ahead of the curve and sets you up for success down the line.

Expand Your Search

Broadening your search terms using an Applicant Tracking System to source new candidates and expanding your semantics will often uncover the hidden gems in the background that often go unnoticed due to the lack of observation or basic search techniques.

Social media platforms such as LinkedIn, Facebook, Instagram, and Twitter are tactful for tracking passive candidates, getting to know them, building relationships with them, and sourcing candidates for the right role. Passive candidates, in most cases, don’t look on job sites, but they use social media frequently.

It’s recommended not to underestimate the power and effects of social media recruitment because approximately 39% find their highest quality candidates from various social media platforms.

Moreover, as the world becomes more globally interactive, candidates look for employers offering the opportunity to work worldwide.

Expanding your talent pool increases your chances of recruiting the ideal employee and staying ahead of the competition.

Let Candidates Find You

When recruiting top candidates, ensure that the job description on your website is straightforward, contains all the relevant information, and is attractive to prospective employees. The job description is your client’s sales pitch to get them to work for you.

You want applicants to recognize your recruiting business. Candidates will be drawn to your business if you have a good working environment and a strong reputation for treating employees well. Create an employee handbook to help your team step into the company culture.

Make sure candidates can fund you by posting the job description on websites. It’s important to constantly search for candidates that can fill future roles.

Predicting the hiring needs can help match candidates persons with the company culture and have a list of candidates ready in case you need to quickly fill the roles.

Mind Passive Candidates

Passive candidates are always an obstacle for recruiters. Just because they are a potential resource, if they are not interested in reaching out or replying, do not waste your time due to your due diligence.

One way to recognize passive candidates is by checking their LinkedIn, outdated LinkedIn profiles. People with little motivation to update their profile and list their current skills and experience aren’t interested in new opportunities.

So hiring them is just a waste of time. But don’t miss out on talented candidates because you don’t follow up with them during the hiring process.

Communicating clearly allows you to recruit qualified candidates. Do everything you can to keep the entire process short and concise, which can be done hassle-free. There’s no need to keep conducting meeting request emails or follow-up emails for those not interested in working.

If passive candidates are recruited, most of recruiting managers’ efforts will be wasted. It will be attributed to the lack of alignment with tactics and strategy.

Build Your Employer’s Brand

Prospective candidates are more inclined to work for and stay at a company where the work environment is great and whether they can emotionally connect with the employer or the workplace in general.

Market your company goals and values and attract potential talent toward your target group. Employer branding is one effective way of bringing in talented applicants.

Maintaining a positive brand image and reputation will bring consistently strong reviews on social media and hiring websites which further optimizes employee engagement.

Encourage your employees to share their positive experiences with the company and tell others how it’s a great workplace. This is how more candidates will be eager to apply for open slots and respond to outreaches.

Ensuring proper feedback will build up the employer’s brand.

The Bottom Line

Candidate sourcing can become much easier in this competitive market when employers emphasize it. Strategic sourcing allows HR reps and recruiters to use their network and reach out to the top talent.

This proactive approach sends a message to others that employees feel valued and heard in the workplace and opens up the possibility of recruiting who they want. Candidate sourcing has become exponentially popular.

The shift to a candidate-driven market is a significant development in this era. This critical recruitment skill can help find and hire the best candidates for talent acquisition specialists.

Whether it’s local or global human resource management, an exceptional recruitment process can go a long way in finding talent for you. Building long-lasting relationships and a strong talent pipeline is a proactive tactic to ensure potential employees are not missed.