There was a retailer who opened a store with all the products his customers would desire for. He thought that he would be able to drive more customers by modifying the interior decor of the store. Through his methodology of strategic sourcing, he invested more funds on new racking, better lighting, and even got a website created to pull traffic. He experienced microscopic changes after making this investment. Furthermore, he realized that to make the products more demanding, he must invest into branding and promotions, revamp the product descriptions and so on. Still, insufficient customers could knock his door to buy a product from him. The retailer turned anxious and asked himself, “Will investing more money on store signage would drive me an appropriate customer response?”
Now, take this scenario to Talent Acquisition. Employers need more candidates and that too the right ones for whom they do the required advertising, planning, employer branding and strategic sourcing. However, the question is, does it still confirm the certainty of candidates coming and applying for jobs, which employers have put on their job boards and career sites?
Developing a talent pool is like creating a customer base that comes with three steps process and hiring managers, recruiters, and employers can get a clear idea about what they exactly need to get done to drive the right candidates.
Step 1: Disclosure
The initial step is disclosure. Much like the retail store, candidates need to know that your jobs exist. At present, very few candidates can find an appropriate job. Why? The reason is invisibility of the job they want. Therefore, being responsive to candidates’ mails even though irrelevant acts as a powerful tool in giving out a signal that the company is actively seeking out for candidates. Publishing the job adverts on the right platforms, at the right time is the trick to succeeding in strategic sourcing.
Step 2: Research
Candidates today study the website before applying to the company. This makes it essential for employers to invest time in making their career site informational and intriguing. Post positive data that could drive candidates from miles away. Once, job-seekers start to notice where the company stands and what best it can do for them, they start to apply. At this juncture, research what candidates might investigate about the enterprise and leverage that information to showcase your employer brand.
Step 3: Apply
The last stride is Apply. For candidates who have kept up enthusiasm for the job, they are ready to contribute the time and push to apply. Having a streamlined, mobile-amicable application will boost employers’ to transform job-seekers into candidates.
If expanding the pool of candidates is the agenda behind the hiring team, then it has to be strategic. Recruiters cannot just move out and bring candidates not worthy of the position they have on offer. However, recruiters can create a social buzz about their job listings on various engaging social media platforms to influence candidates ultimately leading to apply.
How to Move the Needle
While a recruiter’s job is ideally to source candidates, leveraging the power of advertising goes a long way in bringing top talent on board faster. Indeed, this process requires meticulous efforts such as posting of videos telling about what your company does, or what the current vacancy is all about. HR can also connect with candidates on professional social media platforms such as LinkedIn, Twitter, Instagram to enhance their connections, and ultimately engaging them towards the opportunity they have in store for potential candidates. Indirect ways of recruiting such as telling people to pass on the jobs is another way to move the needle across the spectrum of candidates. If employers need potential candidates to make a move, it is wise not to showcase the general information about their organization, culture, and openings. It will not create a reaction anyway. Instead, post a particular job in an innovative way, which would drive the ideal candidates right away. Passive candidates are often mindful. They do not show; they need a job. They do not search for it all the time. However, once they come across an indispensable job opportunity, they are the first ones to make a career move.
We have all read about candidate sourcing, but with the above tips, hiring managers & recruiters can certainly mold their recruitment procedures and make candidate attraction the paramount step towards strategic sourcing.