Innovating recruitment through creative sourcing

Companies today prioritise effective recruitment, recognising it as a critical element in organisational success. The evolving workforce, dominated by Millennials and Generation Z, demands a strategic approach to talent acquisition.

As the employment landscape undergoes a profound shift from the traditional "job for life" mentality, recruiters face challenges in identifying and securing the right candidates. 

READ MORE |  Impact Sourcing: why it matters to your business

Creative sourcing defined

Creative sourcing, as described by Kathleen Duffy, founder and CEO of global recruitment firm Duffy Group Inc., involves approaching potential candidates thoughtfully and creatively to build a high-quality jobs pipeline. Unlike conventional methods, creative sourcing requires ingenuity, such as contacting social networks, exploring recruitment events, or monitoring competitors.

Creative sourcing extends beyond traditional talent sources like job boards, offering opportunities to tap into a broader talent pool. By leveraging various platforms, recruiters can target candidates using non-traditional channels, expanding the reach and increasing the chances of attracting passive job seekers—comprising 73% of applicants. Embracing creative sourcing also fosters diversity, aligning with the proven notion that diverse teams outperform their less diverse counterparts.

Candidate sourcing is the proactive process of searching, identifying, and contacting potential candidates for current or future roles. It precedes the recruitment phase, which involves screening, interviewing, and evaluating candidates. In today's recruitment strategy, sourcing is crucial as hiring success hinges on making the right hire efficiently.

• Over 70% of the global workforce consists of passive job seekers.

• Targeting only active job seekers limits access to a vast talent pool.

• Sourcing is essential for an efficient and successful recruitment process.

Why focus on attracting passive candidates?

Approximately 70% of the global workforce passively seeks new opportunities, emphasising the importance of sourcing strategies for this demographic. Targeting passive candidates presents several advantages, including reduced competition, increased transparency in candidate profiles, a focus on specific skill sets, and minimising training requirements. 

Talent pool vs. talent pipeline

Understanding the distinction between a talent pool and a talent pipeline is crucial. A talent pool includes individuals with potential contact information, while a talent pipeline comprises vetted candidates possessing the required qualities for immediate consideration. Efficient pipeline management facilitates engagement with candidates, fostering productive relationships.

10 innovative methods for sourcing top talent

1. Focus on characteristics that matter most to streamline applicant pool analysis.

2. Create a blog. Establish a blog to deliver relevant information to your target audience. Use a candidate persona to tailor content, building brand awareness and trust.

3. Go offline. Attend industry events and networking opportunities for genuine connections. Establish a physical presence to create lasting impressions beyond online interactions.

4. Make bite-sized videos. Capitalise on the popularity of short videos (under 30 seconds) to showcase openings. Encourage interaction with a clear call to action in your videos.

5. Partner with influencers. Collaborate with influencers to organically share information about hiring initiatives. Choose influencers based on quality and specialisation, not just audience size.

6. Source from your customer base. Identify potential candidates within your customer base. Leverage AI to match customer personas with ideal candidates.

7. Tap into online communities. Engage with diverse online communities beyond typical job seeker forums. Explore platforms like Slack, Discord, and industry-specific subreddits.

8. Revisit former candidates. Reconnect with past candidates who were strong contenders. Emphasise continued interest and save resources on pre-employment activities.

9. Use an attention-grabbing job description. Write compelling job descriptions that stand out. Experiment with different formats, such as an online dating profile or a shopping list.

10. Host a webinar. Conduct live webinars to present detailed information about roles and culture. Facilitate direct communication for real-time interaction with prospective candidates.

By integrating these innovative sourcing techniques into your recruitment strategy, you create a dynamic and multi-channel approach that maximises the chances of finding the right candidates among both active and passive job seekers.