Acquisition

Three Talent Sourcing Techniques You Can Implement Today

06/04/2021
5 minutes read
Through the use of tools and techniques, this article dives into three tips that can use to help boost your sourcing efforts.

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Sourcing Tools

A typical day for a sourcer is packed with juggling multiple job openings, administrative tasks, project updates, and last but not least, potential candidates. Thankfully, there are many tools that can make juggling these tasks easier and more efficient. From AI integrations to browser extensions, the following list provides you with GDPR compliant tools that you can implement today and have at your fingertips moving forward. 

Hiretual - This browser extension builds smart Boolean strings based on job titles or descriptions and searches across a wide range of platforms.

Hired - If you are a recruiter, you’re probably familiar with Hired. The greatest thing about Hired is that candidates have a 95% response rate, making it a platform to conduct initial outreach

Recruit’em - Similar to Hiretual, this tool helps you build Boolean strings based on recruitment needs. The best part is that you can deploy these searches across specific platforms such as Github and Dribbble.

Nixa.io - If you are looking for your next remote hire and want to bypass your sourcing process, check out Nixa. All developers on Nixa’s platform are pre-qualified through technical tests and interviews to make sure that they have the skills needed to succeed. By pre-qualifying the candidates in advance, Nixa makes it possible for companies to jump straight to final interviews and reduce the time to hire remote talent to only 2 weeks.

Fetcher - This AI browser extension helps you build your candidate pipeline via automated outreach. It also seamlessly integrates with software you may already be using such as your ATS, CRM, Slack, and more.

 

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SEO Strategies

At its core, a sourcing strategy shares many similarities to a marketing strategy. These similarities lie in the overlapping purpose to reach a specific audience with a unique goal or call to action in mind. That’s why it should come as no surprise that marketing tactics such as SEO hold a valuable role in sourcing - you may have the best job opportunity on the market, but if candidates never see that opening, it may as well not exist. 

Successful implementation of SEO begins with knowing how candidates search for positions. For example, how likely is it that a candidate will go directly to a job board such as Glassdoor and type in the exact title and location that you have selected for your particular position? Even if that is the case, how do you know that your position will organically show first? In reality, job searches often begin on Google, with a straightforward search such as “jobs near me in [insert keyword].” 

With less than 25% of searchers even clicking on the second page of Google, being a leader in SEO is critical when it comes to sourcing. Rather than assuming what keywords you think candidates may be searching for, it is always a good idea to check Google Trends to make sure your job postings are reaching the right audience. Even making seemingly small changes such as adding relevant keywords in your copy and images, geotagging your images, or linking to and out of your career site can make the world of difference.

 

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Employee Network

Although it may seem rather obvious, employee implementing and utilizing an employee referral program remains one of the most underutilized sourcing methods. If your company already has an employee referral program in place, great! If not, you may want to start thinking about how you can formalize the process to fill your open positions. New hires that come from employee referral programs have been shown to have higher retention, satisfaction, and shorter hiring time. Not to mention, they perform up to 15% better than non-referred employees.

Most of these benefits can be traced back to the fact that they were handpicked by those who know the needs of your organization best - your current employees. The good news is that you may not have to turn to external referral software tools since many ATS software also comes with a built-in referral program. Even if that is not the case, integrating your ATS and referral program is useful since integration allows all referrals to be properly tracked within the ATS, streamlining the recruitment process. You can read more about building your referral program in our Ultimate Guide.

 

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Curious for more? Check out our resources page to for more insight into tech recruitment, or sign up to our monthly newsletter to have tech industry news and updates sent straight to your inbox!

Bonus: Download our sourcing email template here for help when it comes to reaching out to your next candidate!

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