Sourcing candidates – the process of filling a pipeline with lots of qualified A-players – has grown in scope and importance over the last several years. While some recruiters and hiring managers continue to treat sourcing candidates as a regular part of their own jobs, there are also those who are treating sourcing candidates as an exclusive, stand-alone profession.
In the end, it doesn’t matter how your company handles sourcing candidates for jobs, it will continue to be one of the biggest forces in recruiting and hiring, and there are plenty of reasons why that is a good thing.
- Sourcing candidates is proactive, not reactive.
Without sourcing, you’re left to post a job ad and wait weeks for the right candidate to come along. Furthermore, your efforts rely on the right candidate finding the job ad.
With sourcing, you’ve already filled a talent pipeline and might be able to fill the vacancy without even bothering to write an ad. At the very least, you will have options that you might not have had before. And you will never be left scrambling.
- Sourcing reduces time to hire.
Imagine filling a major vacancy in two weeks. Sounds impossible, right? It isn’t—not if you can develop a shortlist of previously qualified candidates, interview them, make an offer to your first choice, and return to business-as-usual (this is where Search Party can help).
- People are easier to find than ever.
Although building a relationship still takes time (which is why we always recommend making recruitment agencies your best friend), finding people is relatively easy. And it’s not just because we have LinkedIn! Qualified candidates are constantly uploading resumes to various databases, creating web-based portfolios, speaking out in industry-based forums, and more. In short, if you’re taking the time to look you can find dozens of great people to speak to.
- Sourcing candidates gives you the opportunity to find the best one.
Recruiting without sourcing relies on chance, and the amount of patience you have for sorting through dozens of resumes submitted by unsuitable candidates. Sourcing doesn’t preclude you from finding a diamond in the unsolicited resume rough, but it also gives you the option at looking at top notch passive candidates and others who are more proactive and creative about their job search.
Bonus: Leave the time consuming, relationship building part of sourcing to people who do it for a living.
Even though sourcing is amazing it’s not without its flaws. It’s easy to spin your wheels sourcing candidates who you may not be ready to talk to. Reading profiles on LinkedIn and saving them without forging a relationship may look like you’re becoming a champion of sourcing candidates through social media, but in reality it’s just a charade.
However, using a recruitment agency means you get someone who builds a deep relationship and speaks positively about your company when you have positions to fill. With Search Party, you can leave the time-consuming relationship building to a pro, yet still get the benefit of sourcing your own candidates by searching anonymised profiles on our recruitment marketplace. It’s a win-win.
Have any sourcing stories you’d like to share? Leave us a comment below.