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    Candidate Sourcing: How to Find and Attract the Right Talent


    “Sourcing and finding people is the most important. You can’t recruit, message, or network with someone you haven’t found.” – Glen Cathey

    If you’re looking to grow your team, it pays to invest time and energy into sourcing the best candidates. With an effective sourcing process, you can expand your talent pool by connecting with high-quality prospects interested in what you offer. In this post, we break down the steps of a successful candidate sourcing plan so that you can find and attract top talent for your team.

    What is Candidate Sourcing?

    Candidate sourcing is finding and attracting qualified candidates for open positions. It involves searching for active and passive candidates with the necessary skills and qualifications. The goal is to proactively recruit and engage potential candidates qualified to do the job.

    Active Candidates: These are individuals actively seeking employment and have applied for job positions at companies. 

    Passive Candidates: These individuals are not actively looking for job opportunities but may be open to considering new options if approached. 

    What are Examples of Candidate Sourcing Strategies?

    “Somebody once said that in looking for people to hire, you look for three qualities: Integrity, Intelligence, and Energy. And if you don’t have the first, the other two will kill you.” — Warren Buffet (CEO of Berkshire Hathaway).

    There are several candidate-sourcing strategies and approaches, including:

    • Aligning sourcing with hiring managers,
    • Leveraging internal and external networks,
    • Utilizing technology and tools, diversifying sourcing channels,
    • Perfecting outreach messages, and
    • Building a strong employer brand.

    These strategies can effectively attract suitable candidates, ensuring long-term success and growth.

    5-Step Process Guide for Candidate Sourcing: 

    “88% of businesses report that their best hires are referrals.” (Zippia) 

    I) Review and optimize the selection process

    Reviewing and optimizing the selection process ensures that the recruitment team can effectively engage candidates and target the right professionals for the position. Through process standardization and hiring manager alignment, recruiters can improve communication and understand the qualifications needed for strong candidates. 

    Actionable Suggestions:

    • Prepare a list of questions for screening calls.
    • Thoroughly review resumes and LinkedIn profiles.
    • Use skills assessment tests to evaluate candidates. 

    II) Conduct effective screening 

    “84% of companies use social media for recruiting.” (Zippia).

    By implementing a reliable applicant screening process, organizations can save time and resources by eliminating unqualified applicants and narrowing down the pool of potential candidates. This helps identify the best candidates for the position and ensures employers find the most qualified employees. 

    Actionable Suggestions:

    1. Prepare a list of questions for screening calls.
    2. Thoroughly review resumes, LinkedIn profiles, and other social media platforms.
    3. Use skills assessment tests to evaluate candidates. 

    III) Efficiently carry out interviews

    Reliable and efficient structured interviews offer several benefits:

    1. They have higher validity, meaning they better predict future job performance.
    2. They have greater reliability, ensuring consistent and dependable assessments of candidates.
    3. Structured interviews are more legally defensible, aligning with legal standards and reducing the risk of discrimination. 

    Actionable Suggestions:

    • Minimize the number of interviews.
    • Use structured questioning techniques.
    • Provide candidates with interview details in advance. 

    IV) Perform thorough background checks and reference checks

    Performing thorough background and reference checks assists employers in verifying the accuracy of a candidate’s candidate’s professional, personal, and educational histories. Background checks allow employers to confirm identities, check credit history for specific positions, and verify education qualifications. Reference checks provide insights into a candidate’s candidate’s work performance, skills, and workplace conduct from previous employers, helping employers make informed hiring decisions. 

    Actionable Suggestions:

    • Verify the information provided by candidates.
    • Ensure compliance with legal requirements for sensitive roles. 

    V) Evaluate and Improve the Candidate Sourcing Process

    “Strong employer branding reduces the cost of recruiting by 43%” (Zippia)

    Evaluating the candidate sourcing process supports attracting top talent and staying ahead of the competition. Organizations can identify and engage with the best candidates by implementing effective sourcing strategies, such as building a strong employer brand, planning for long-term recruitment needs, and utilizing diverse sourcing channels. Tracking sourcing and recruiting metrics is essential for measuring the effectiveness of the process and making informed decisions for improvement. 

    Actionable Suggestions:

    • Measure critical metrics like application completion rate and time to fill the role.
    • Learn from common mistakes and pitfalls.
    • Continuously improve the selection process based on feedback and best practices.

    Remember to maintain a talent pool and consider utilizing assessment tools or platforms for unbiased candidate evaluation. Seek expert assistance if needed to optimize your candidate sourcing process.

    “Acquiring the right talent is the most important key to growth. Hiring was – and still is – the most important thing we do.”  – Marc Benioff, Chairman and co-CEO of Salesforce

    Investing time and effort into candidate sourcing is crucial for growing your team and attracting the best talent. By implementing an effective sourcing process, you can expand your talent pool and connect with high-quality prospects interested in your opportunities. This article has provided a step-by-step guide to successful candidate sourcing strategies, including aligning with hiring managers, leveraging networks, utilizing technology, diversifying sourcing channels, perfecting outreach messages, and building a strong employer brand. By following these steps and continuously evaluating and improving your sourcing process, you can find and attract top talent for your team and drive long-term success.

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