Talent sourcing refers to the general process of evaluating, identifying, selecting, interviewing, and shortlisting potential candidates for specific jobs within an organisation. The process is usually performed by a human resource management (HRM) department, although in some cases external talent sourcing experts may be required. In most organisations, talent sourcing is usually done by a dedicated HRM team. Recruitment may also refer to the procedures involved in selecting people for low-level or unpaid positions. Such positions may include receptionists, call centre operators, retail sales staff, information technology (IT) talent sourcer, and finance officers.
Identifying talent and potential hires requires a comprehensive talent management approach. This involves identifying talent in all the various job roles, but most importantly including activities such as specialised training and development, volunteer opportunities, special projects, volunteer programmes and industry-related events. It also requires the system to record each candidate’s interaction with the organisation, identify personality styles and traits that suit different career needs and develop and maintain these relationships over the duration of the individual’s employment with the organisation.
Talent sourcing methodology typically includes an initial recruitment drive. Recruiters identify qualified job boards and candidates through a combination of on-the-job and applicant tracking systems, including recruitment software, applicant tracking systems, interviews, on-the-job and candidate referrals. Recruiters also utilise personal and corporate connections, interviews, talent identification, talent sourcing assessments and targeted job boards. They may also utilise applicant tracking and evaluation software, job boards and talent sourcing events. Recruiters also recruit through cold calling, referrals, executive recruitment services and other channels, including trade fairs, promotional campaigns, open houses and careers events.
Many recruiting firms focus primarily on high calibre candidates, with few opportunities for low calibre candidates. This can be counter-productive as these candidates may not be as effective or have the required skill set. On the other hand, many talent sourcing firms are actively looking for passive candidates. These are candidates without a track record in the job market and without a particular skill or competency. The process may then be directed towards this subset of candidates, who have little chance of being employed.
To make the most of talent sourcing, organisations need to provide the best resources possible. In some cases, this means using technology to capture, track, assess and classify potential recruits. To get our requirements template for software, you’ll need to find a provider who specializes in talent acquisition. This ensures that the software provides the information required by you.
Another way of finding the most suitable candidate is to ask current employees for information about potential candidates. Staff members are usually happy to help if given the opportunity, as they would want their jobs and the benefits they can expect if hired. You can ask for resumes or interview transcripts to be sent via email or fax, allowing you to match skills and experience against potential candidates. Many organisations also require further details on any skills gaps in suitability for certain roles, such as senior management or board memberships.
A final option for finding passive candidates is job fairs. Job fairs are often an excellent platform for networking and meeting potential employers face to face. However, job fairs do tend to attract candidates who are not actively looking for a job. For this reason, it is important to use the talents of existing staff when looking to fill positions that do not require a large amount of work, since those skills may be more valuable in the future.
If you are not able to find the best candidates through conventional sourcing, your best option might be to engage the services of an executive recruiter. These professionals specialize in sourcing talent and can match you with the ideal candidate persona. Their job is to ensure that the candidate comes with a relevant skill set and experience, allowing you to focus on the most critical aspects of the job description. They can provide you with multiple contacts, allowing you to identify the most promising candidates quickly. Ultimately, talent sourcing is only successful if you take the time and effort to carefully match the skills and experience of a candidate against your requirements.