candidate sourcing technologies

A firm believer of “Everything Happens for a Reason”, Vikash has been writing on plenty of subjects for internet. Presently, he is associated with recruitment technology industry and sharing tips on the best HR practices through the use of HR technology and beyond that.

If you are a candidate-sourcing expert, you understand how challenging it is to find individuals with the right competencies for the right job. Today, even customary professions require innovative skills. Therefore, it becomes more critical for sourcing professionals to find talent faster, which their organizations need. What to do then?

You need to be more imaginative and creative about where and how to locate talent. Across the organizations, sourcing tactics are becoming more authentic, social and diverse.

Subsequent points would give you a quick look at the eight trends which are probably transforming the candidate sourcing landscape.

Diversity Benefits the Organization

Organizations with diverse workforce tend to achieve better ROI. The dynamic work world creates a need for every sourcing expert to learn how to support diversity and evade hidden biases once workforce diversity is one of the ways to build talent in your organization.

When Source becomes a Sourcing Platform

Today we are surrounded by the multi-generation workforce that gives an excellent opportunity to an organisation to leverage the experience and expertise of all three generations. Successful sourcing companies are adding elements to their knowledge base – how they can create their workplace ideal for the multi-generation workforce and work more efficiently to recognize and secure top talent.

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Innovate to Attract Innovators

Motivated sourcing experts are going beyond outmoded candidate sourcing technologies and search methodologies. They are using a right mix of traditional and modern candidate sourcing to locate the individuals who are imaginative and can conceptualize how ideas can turn into realities.

Social Sourcing needs you to be Creative

As we are aware that the digital industry has maximized the scope of communication, socializing with people and making businesses the talk of the town, talented sourcing professionals leveraging hot recruiting channels like, Twitter, LinkedIn, and Facebook to find out potential candidates. However, there are plenty of other choices to consider like acquiring the Resume database, outsourcing the recruitment process using the career site and right job boards.

Approach Different Industries for the Best Talent

Hiring from different industries is one of the significant ways employers have found to locate the talent their business requirements to fill vital positions. Employers need to learn what competencies to look for and how to influence hiring managers to determine the changes around and implement the right strategies, which can set them apart from others.

Tell your Story in a Different Way

When we have Facebook Live and YouTube B2B channels as a medium to demonstrate or show what cool stuff we do at the workplace, why we still are stuck with old-school methods. Create a video, which creatively highlights your organizational culture, and gives the contemporary candidates a reason to relate to your organization. Shoot a video of how a working day looks like for your organization.

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Keep your Passive Tracing Vigorous

You need to get over the thought that active and passive job seekers are somehow two different aspects. Does it make sense in today’s world where 30% of the passive job seekers are switching their current jobs? Not actually. Smart sourcing experts are trying to discover innovative ideas to embrace individuals’ at all possible times of the employment lifespan to create great sourcing strategies. Candidate sourcing technologies are helping the sources to locate passive candidates very quickly.

Building a Talent Community is Important

If you are a good human being, you tend to know other good humans around you. Here, the notion of referrals comes into the action based on the same philosophy of life. You can store the data of people who recommend someone and the data of whom they approve as potential candidates. You can set some essential pipeline standards and forward them as information to the current employees to distribute the information to the people who might like to work with you.

Indeed, the modern candidate sourcing technologies are benefiting candidate-sourcing specialists on their job where they combine gut feeling with the technology. Both gives them the power to locate and recruit talent of choices!

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