Talent sourcing today – strategies for success

What is employee sourcing?

Sourcing of employees is the process of identifying and attracting potential candidates for job openings. It includes finding and engaging external candidates as well as encouraging employee mobility within organisations.

Differences between sourcing and recruitment

While sourcing and recruitment are related concepts, they are not the same. Sourcing is generally regarded as an aspect of recruitment that is occasionally subcontracted to specialist sourcers. Sourcers focus on building a broad talent pool of active and passive qualified candidates, while recruiters will try to fill specific vacancies by reaching out to active candidates. Relatively large organisations tend to have teams with both sourcers and recruiters, while, in smaller organisations, recruiters will usually also operate as sourcers.

Changes in sourcing landscape

Sourcing used to be vacancy-driven: an organisation had a job opening they were looking to fill with an active candidate. In today’s tight labour market, however, passive candidates are also part of the sourcing process; preferred competencies have become more complex and communication channels have changed. What is more, young people today have different work expectations compared to previous generations.

Challenges and solutions

Sourcers are facing six challenges, which they address with the following solutions:

1. Labour market shortages: to attract talent in a tight labour market, organisations should enhance their employer branding, offer attractive pay and benefits, and reach out to candidates proactively.
2. More complex competencies: finding candidates with specialist skills calls for targeted sourcing strategies, such as using niche job boards, engaging with candidates via professional networks and investing in training and development. Rather than focusing on a candidate’s CV, the emphasis is on individual competencies.
3. Communication shift: digital channels, such as social media and online platforms, have become pivotal in reaching candidates. A strong online presence, targeted content and authentic messages are essential for attracting, engaging and nurturing candidates. In addition, Recruitment Marketing Automation (RMA) has entered the space. RMA technology and software serve to professionalise tasks involved in attracting, identifying and engaging applicants and potential job candidates.
4. Generation gaps: to present an attractive proposition to different generations, organisations should tweak their messages and pay and benefits packages to fit the needs and values of each generation, for instance by offering flexible working options, development opportunities and a strong focus on purpose and sustainability.
5. Referral bias: referrals play a key role in recruitment. They are considered a fast and highly effective method for sourcing high-quality talent. That said, there is a risk that potential candidates are referred based on personal relationships rather than merit, potentially leading to bias in the sourcing process. To prevent bias, organisations should have in place a standardised and objective review process for all candidates, including those who have been referred. Training on unconscious bias can help to ensure an efficient and equitable sourcing process.
6. Internal sourcing: developing a robust internal sourcing programme will help organisations to retain talented employees, increase employee engagement and save costs. Internal sourcing entails identifying the competencies and ambitions of existing employees, creating transparent career paths and offering opportunities for internal mobility.

Best sourcing strategies

A successful sourcing strategy is a combination of a proactive approach, targeted messages, strong employer branding and the use of modern technology. To streamline the sourcing process and improve the candidate journey, organisations should invest in tools such as Applicant Tracking Systems (ATS) and Candidate Relationship Management (CRM) systems.

By taking on the challenges listed above and implementing a holistic sourcing strategy, organisations stand to benefit significantly from sourcing, allowing them to attract and hire the right candidates for their job openings as and when needed.