Do you solely rely on your company website to showcase your job offers? Let’s get real – finding the right talent involves more than just that. The talent acquisition market is as competitive as ever and requires a more proactive approach, using various recruitment sources.
Nowadays, it’s more and more difficult to qualify candidates as active or passive. According to Michael Page, 73% of candidates are open to new opportunities. While 43% of them are actively looking for a job, the remaining 30% are still hesitating. Their position is more passive, but their mindset is one of change. The key is to make sure they see your job ads.
You have to go where your ideal candidate is. And that’s what we are going to talk about in this article: where can you find candidates? What are the different recruitment sources that exist? Let’s discover them together!
But before exploiting the different sources you have at hand, there are two prerequisites:
Understanding your ideal candidate: Knowing the skills, traits, and values that align with your company culture helps in targeting the right candidates. This understanding enables a more strategic approach to selecting the most effective recruitment sources.
Crafting an irresistible job ad: Before exploring recruitment sources, it’s essential to create a compelling job advertisement. A well-written job ad not only attracts attention but also clearly communicates the job requirements and company culture, setting the stage for successful recruitment.
What are the different sources for finding candidates?
#1: Your company website
Your company website is the digital face of your organization. A dedicated careers page can showcase your company culture, values, and current job openings, attracting candidates who resonate with your brand.
It’s usually the first source to be considered – a must-have.
However, it’s based on a pull strategy, not a push strategy. This means that candidates must spontaneously visit your website to discover your job offers. That’s why it’s necessary to exploit other channels to ensure that the entire candidate market is reached.
#2: Job boards
Platforms like Stepstone, Monster, LinkedIn or Indeed are go-to destinations for job seekers. Posting your job openings on these boards broadens your reach and exposes your opportunities to a wider audience. You benefit not only from their visitors, but also from their database of candidates. These sites allow candidates to sign up for mailings and receive job alerts for positions that may be of interest to them.
However, posting jobs on those websites is expensive. Through our Talent boost service, we publish your ad at a preferential rate on all Belgian job boards.
Talent boost helps you reach more candidates! 🧲
We write an attractive job ad for you and publish it on all Belgian job boards. You have free access to our ATS Talent finder to easily treat applications.
#3: Social media
Leverage the power of social networks like LinkedIn, Instagram, and Facebook to share job openings. Engaging content and targeted advertising can help you connect with passive candidates who may not actively be seeking new opportunities.
Encouraging employees to share job openings on their personal social media profiles turns staff members into advocates. This amplifies the reach of job postings and adds a personal touch, as potential candidates are more likely to trust recommendations from current employees.
However, your content shouldn’t just be vacancies. You need to get people to follow you. Share information about your company, your employees, your projects, your expertise, and tips. Through posts, videos, and behind-the-scenes glimpses, recruiters can present an authentic and appealing image of the workplace, attracting candidates who resonate with the company values.
#4: Employee referrals
Employee referrals are a powerful and multifaceted source for recruitment, providing not only high-quality candidates but also contributing to a positive company culture, cost savings, and faster hiring processes. Encouraging and nurturing an employee referral program can be a strategic investment in building a strong and engaged workforce.
Existing employees have firsthand experience with the company’s culture and work environment. When they refer candidates, there is a higher likelihood that those individuals will seamlessly integrate into the team and align with the company’s values and mission.
#5: Internal mobility
Internal mobility, or the practice of filling job openings with existing employees, is a highly beneficial source for recruitment within an organization.
Filling positions from within not only boosts employee morale but also ensures that you have a workforce familiar with your company’s operations and values. When employees see a clear path for career development and progression, they are more likely to remain committed and motivated, contributing positively to the workplace culture.
It also reduces the time and money investment required for the onboarding.
#6: Talent pool
A Talent Pool is a curated database of potential job candidates who are highly qualified and have shown interest in joining your organization.
Having a talent pool enables faster hiring when a new position opens up. Instead of starting the recruitment process from scratch, recruiters can turn to their talent pool for candidates who have already expressed interest and may be a good fit for the role.
Applicant tracking systems are key for building a valuable talent pool. An ATS such as Talent finder serves as a centralized repository for candidate information. It allows recruiters to store and organize candidate data, making it easy to search for and retrieve information when building or accessing the talent pool.
Once your talent pool is filled with talent, you will be able to send targeted job alerts but also to contact specific candidates you found based on criteria.
#7: Job fairs
Participating in industry-specific or general job fairs provides a direct avenue to engage with potential candidates face-to-face, showcasing your company culture and opportunities.
Job fairs facilitate networking among employers, recruiters, and job seekers. This networking can extend beyond immediate hiring needs, creating valuable connections for future recruitment efforts and building relationships within the professional community.
#8: LinkedIn Recruiter
LinkedIn Recruiter is a premium service that allows you to search for and connect with potential candidates directly. It provides a targeted approach to sourcing talent based on specific criteria such as skills, experience, location, and industry. You can even go a step further with Boolean search operators to refine your searches. This allows you to combine keywords, exclude certain terms, or focus on specific phrases to enhance the accuracy of your search results.
The platform provides InMail credits, allowing recruiters to send direct messages to candidates outside of their network. They will receive a message but also an email notification. This feature is valuable for initiating conversations with potential candidates, even if they are not actively looking for new opportunities.
#9: School and University Programs
Establish partnerships with educational institutions to tap into fresh talent. Internship programs, campus recruitment, and workshops can create a direct pipeline to emerging professionals.
#10: Personal network
Utilize your personal and professional connections. Networking within your industry can yield valuable referrals and recommendations.
#11: Industry network
Engage with industry-specific forums, events, and associations. This targeted approach can help you identify candidates with the specialized skills and knowledge your organization needs.
#12: Recruitment offices
Recruitment offices specialize in identifying and placing candidates in various roles. Their expertise in understanding the job market, industry trends, and specific skill requirements allows them to efficiently match candidates with suitable job opportunities.
Specialized recruiters maintain extensive networks and databases of qualified candidates. By leveraging their resources, you gain access to a diverse and pre-screened talent pool, including both active job seekers and passive candidates who may not be actively searching for opportunities.
Outsourcing recruitment to an agency can significantly reduce the time and effort spent on sourcing, screening, and shortlisting candidates. This allows internal HR teams and hiring managers to focus on other critical aspects of the hiring process.
Don’t limit yourself! Extend your search and explore a variety of sources…
The landscape of recruitment is vast and diverse, with a multitude of sources that organizations can tap into to find the right talent.
However, the effectiveness of any recruitment strategy hinges on foundational elements such as a well-crafted job ad and a deep understanding of the ideal candidate. These prerequisites set the stage for a targeted and successful recruitment campaign, ensuring that efforts are focused on attracting individuals who not only possess the necessary skills but also align with the company’s culture and values.
And the journey doesn’t end there. Beyond identifying potential hires lies the equally important task of convincing these candidates that your organization is the right fit for them. but that’s a whole subject we can cover in a future article.
Centralize and optimize the use of your recruitment sources with Talent finder!
