Unclog Your Talent Pipeline with These 3 Sourcing Strategies
If your organization wants to ensure a steady stream of job applicants, adopting three simple behaviors will not only provide the biggest pool of qualified candidates, but you’ll also spend 46% less time finding high-skilled manager/director roles and 40% less time sourcing for entry-level roles.
These time-savings, which we uncovered in our recent Talent Advisory Survey, are achievable. But once you solidly define a job description, consider your next steps carefully because many companies fail to optimize their sourcing strategies or even measure their return on investment (ROI). In fact, while 92% of employers rate the ability to track ROI by sourcing channels as important to recruitment success – with 57% rating it “highly important” – only 28% of employers track it. Furthermore, employers’ use of various sourcing channels isn’t always in synch with where job seekers are looking as shown in the graphic below.
Don’t let a similar misalignment prohibit you from finding the best candidates. Instead, unclog your current talent pipeline by adopting the following three behaviors of high-performing recruitment organizations.
Recruit for Diversity
First, building a diverse talent pipeline requires a specific recruitment strategy. One-third of employers surveyed rely on a referral program (35%) or hiring manager education (35%) as ways to enable diversity recruitment. Employers who use these tactics overwhelmingly view them as effective, at 90% and 91%, respectively. Other approaches include working with specialized recruitment agencies (21%), maintaining partnerships/alliances (20%), and using targeted job advertising (19%).
Work with Recruiting Partners
Second, while technology has made significant strides to enable the talent acquisition process, there is no replacement for the human touch when it comes to helping talent and companies navigate the recruitment landscape. In fact, 90% of employers use recruitment/staffing firms to flood their sourcing pipelines, with 46% saying their use is heavy. The good news is 90% of candidates rated recruitment/staffing firms as their second highest job source.
Expert recruiting partners possess deep knowledge about where top professionals are, what they earn, and what it will take to recruit them. They know a client’s business, culture, top competitors, and what makes the organization unique in comparison. Drawing from these insights, recruiters personally connect with the best pool of candidates, communicating specific components of the job that best align with a candidate’s personal goals and interests.
Leverage the Right Digital Channels
Finally, candidates often go digital when it comes to searching for job opportunities. According to our survey, 92% of candidates use online searches and 87% tap into a potential employer’s website. Our research also shows that 86% of candidates expect to see all jobs an employer has available on their website. Additionally, 85% of candidates agree that employers with more skill-relevant jobs on their sites offer better career opportunities – a key factor in the job’s attractiveness.
Read the full survey findings to learn more about how to supercharge your recruitment process from job descriptions and sourcing to screening and onboarding.
Supercharge Your Recruitment Process with Research from our Talent Advisory Survey
Infographic: Fill Your Sourcing Strategy
3 Ways to Build Better Job Descriptions