All across industries, companies must really be curious on how talent sourcing functions in this age of digital transformation.
According to the 2019 Tech Hiring and Technology Adoption Trends report, 42% of companies are unanimous in one important thing. For them, the most notable pain point comes at the beginning of the hiring process: sourcing the top tech candidates.
In fact, 20% of organizations believe that the time it takes to close a search for a tech position is the main reason that potential candidates lose interest, according to the Mercer Mettl survey report of 350 industry leaders across 200 global companies.
Also according to the report, an attractive salary plus the offer of a high quality of work make a candidate accept the job 85% of the time. And when the candidate declines an offer, 60% of it is because a competitor company offers a better pay package.
Indeed, the report shows the impact of time and resources wasted, and not having to save on cost per hire. Recruiters have reported conducting their rehiring process as much as 23% for a similar position within a financial year.
In reality, good talent sourcing helps companies eliminate or lessen incidents of bad hires. To note, good talent sourcing is a reliable method of generating the best candidate flow.
In particular, it includes finding and networking with prospects eventually to convert individuals into applicants or provide more referrals. From a variety of sources like LinkedIn and job boards or databases, most recruiters source talent and candidates.
But even though sourcing and recruiting go together, the two are actually different skill sets. So in larger, more sophisticated organizations, these roles on talent acquisition are split out into separate functions within the team.
Aside from the talent sourcer and the recruiter, the other roles within a hiring team may include the hiring manager, the interview team and the recruiting coordinator.
While a recruiter usually does the end-to-end recruiting process, that recruiter occasionally engages with a sourcer. Meanwhile, the sourcer works with a smaller number of requisitions, focusing primarily on building comprehensive search strings, cold calling and networking.
As they generate leads and interest for a job position, the sourcer works closely with the recruiter and hiring manager. In order to search for great talent, sourcers leverage a variety of tools to search for candidates, active or passive
In the war for talent, LinkedIn says it is indeed important to create an effective recruiting strategy. After knowing where to find or source the best possible candidates, one needs to proactively identify and attract top talent.
When a position then becomes available, a recruiter or sourcer is now able to develop a pipeline of qualified candidates.
By implementing a winning talent sourcing strategy, businesses can therefore get the best return of investment. In fact, talent acquisition teams can learn to leverage big data and social media with sourcing tools like LinkedIn Recruiter.
LinkedIn talent sourcing methods therefore show the benefits of mobile recruiting and the role of social media in sourcing talent. Its talent sourcing methods also show the benefits of Boolean search strings and crowdsourcing with its proprietary platform.
Sourcing the right person for the job begins with understanding the present and long-term demands of the position.
Therefore, companies must reappraise their sourcing strategies, solicit adequate response and improve the hiring process. Thus, it minimizes operational costs while maximizing their productivity, by employing the right people for the job.
Many in the talent acquisition space are still grasping the concept of sourcing, even quite uncertain of what it means. In fact, TDS has helped companies for over 20 years in talent sourcing, playing a strategic role in corporate growth.
Before, hiring managers would mostly do cold calls or post job ads in newspapers, posters, flyers and whatnot. Now, looking for a qualified employee is more convenient and efficient.
Digital recruitment marketing has been the trend among industries when it comes to acquiring talents for a specific job position. It’s when human resources professionals use technology as a tool to attract the best talent for a job listing.
And with Internet-powered devices such as cellphones and tablets, job ads can now reach a wider audience. Recruiters and sourcers can target prospects based on age, location, interests, and profession.
Different online platforms wherein one can deploy a digital ad include social networking sites such as Facebook, Twitter, and Instagram.
But while LinkedIn primarily targets more professional audiences, recruiters or sourcers can also use Google Adwords for digital recruitment marketing.
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