9 Candidate Sourcing Strategies to Improve Your Hiring Process

Candidate sourcing is a proactive approach to recruiting in which you identify, engage, and build relationships with top talent before applicants even consider applying. The approach plays a key role in recruitment by building a pipeline of qualified candidates, reducing hiring costs, and reaching passive job seekers. However, you need to stand out from competitors, find the right talent quickly, and effectively engage candidates. Success in sourcing requires clear targeting, a strong employer brand, and consistent, personalized communication to build relationships and keep candidates interested. In this article, we will explore how you can supercharge your candidate sourcing strategies.

9 Ways to Supercharge Your Candidate Sourcing Strategies

Build a Powerful Employer Brand

Your employer brand is your reputation in the job market. When you have a strong brand, you can easily attract candidates who align with your company values. You can highlight what makes your organization unique, like your culture, mission, or benefits. Once you have established your employer branding, you need to communicate it consistently across platforms such as your website, social media, and job boards.

Here are the brands that have successfully implemented this recruiting strategy:

• Oatly: Known for its innovative approach to sustainability and employee well-being, Oatly offers a supportive work environment and a strong focus on environmental responsibility.
• Mollie: This European fintech company is recognized for its dynamic work culture and emphasis on employee development, making it an attractive place for tech talent.
• Teach for America: This organization has built a strong employer brand by emphasizing its mission to provide quality education and offering extensive support and development opportunities for its employees.
• Innocent: The smoothie and juice company is known for its fun and engaging work environment, as well as its commitment to sustainability and employee well-being.
• Tony’s Chocolonely: This chocolate company stands out for its dedication to ethical sourcing and its efforts to create a positive impact on society, which resonates with employees who value social responsibility.

Create Candidate Persona

How do you know which candidate you want to attract and join your company? This is where a well-defined candidate persona helps you target the right talent. This persona should outline the ideal candidate’s skills, experience, values, and work preferences. Understanding who your best-fit candidates are ensures your efforts are focused on sourcing individuals who are more likely to thrive in your company. Learn how to create accurate personas for each position in this talent acquisition guide.

Here’s a template you can use when creating personas:

Make it Easy for Candidates to Apply

Avoid long forms that ask for excessive personal information or irrelevant details. Instead, create a clear and straightforward process where candidates can quickly submit their resumes or link their LinkedIn profiles. In addition, ensure your application is mobile-friendly. Many candidates browse job listings on their phones, and a seamless mobile experience makes it easier for them to apply on the go. On top of that, be transparent about the next steps and let them know how long the process will take and what they can expect.

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Use a Candidate Database

One of the key advantages of a candidate database is the ability to quickly revisit and reconnect with individuals who may not have been the right fit for previous roles but could be perfect for new opportunities. To make the most of your candidate database, consider using an advanced platform like Manatal’s Candidate Sourcing. This tool helps you manage and filter candidates effectively, allowing you to quickly identify the right fit based on their skills, experience, and other key criteria.

Optimize Job Descriptions

Start by being clear and concise about the role's responsibilities, avoiding vague language that could cause confusion. Specify the essential qualifications, skills, and experience required for the job, while also highlighting desirable traits that can set ideal candidates apart. Incorporating relevant keywords is key to optimizing your job descriptions for search engines and job boards. This increases visibility, making it easier for candidates to find your posting. To streamline this process, consider using a tool like the Job Description Generator, which helps you automatically create optimized job descriptions with the right keywords. Be sure to include keywords that reflect the skills and experience sought in the role, but avoid overstuffing or using jargon that might deter candidates.

Here’s what you should include in an optimized job description:

Establish Relationships with Passive Candidates

You can find them through professional networking platforms like LinkedIn, industry events, and referrals from current employees. While they may not be actively job hunting, passive recruiting strategies can help persuade them to consider a new opportunity if it aligns with their career goals or offers unique benefits. Once you’ve identified potential passive candidates, focus on nurturing these relationships over time. Engage with them in a genuine, non-pushy way by sharing valuable industry insights, updates about your company, or job openings that might pique their interest.

Leverage Employee Referrals

Employee referrals can help you find passive candidates who might not be actively looking for a job but are open to new opportunities. Your employees can act as your brand ambassadors and help you reach out to their networks about any job openings. This method can also reduce your hiring costs, time, and risks, as referrals tend to have higher retention and performance rates than other sources. To leverage employee referrals, you need to create a referral program that rewards and recognizes your employees for their contributions. You can offer incentives such as cash bonuses, gift cards, or extra vacation days for successful referrals. Check out our employee referral program rewards email template and more to get started!

Attend and Host Networking Events

Networking events provide valuable opportunities to connect with potential candidates, showcase your brand, and build relationships with industry professionals. To make the most of these events, start by researching and selecting those that align with your goals and audience. Prepare a compelling elevator pitch that highlights your unique value. Consider attending industry conferences, trade shows, and seminars as a speaker, sponsor, exhibitor, or participant to share insights and establish credibility. Hosting your own events tailored to your audience's interests can further enhance engagement. Additionally, career fairs and hiring events allow you to attract top talent by promoting job openings and desired qualifications. After the event, follow up with new connections to maintain relationships and maximize your networking efforts.

Collaborate with Educational Institutions

Educational institutions are excellent talent sources, connecting you with students, graduates, and alumni who possess the skills and potential you seek. Partnering with universities, colleges, and schools that align with your industry allows you to support students through scholarships, sponsorships, and guest lectures while showcasing your expertise. To build a strong connection with the next generation of professionals, consider exploring on-campus recruiting programs that give you direct access to top talent. Offering internships, apprenticeships, or co-op programs provides hands-on experience and a pipeline for future hires. Additionally, engaging with alumni networks helps you stay connected with professionals in your field, share company updates, and encourage referrals. Strengthening these relationships enhances your recruitment efforts and builds a talent pool for long-term success.

Conclusion

Most if not all of the tips mentioned above are greatly enhanced when organizations take advantage of the latest innovations in HR technologies. In the post-pandemic and tech-fueled society that we live in, HR professionals are rapidly understanding that considering new innovations in technology is the best way to compete in this fiercely competitive job market. However, if your goal truly is to supercharge your candidate sourcing strategies, then applying the tips above will work best only after standardizing processes, eliminating waste, and investing in digitalization where possible. Otherwise, the organizations that choose to continue “dragging their feet” are likely to get left behind.