Talent Sourcing is not an attempt to cram as many applicants into the funnel as possible. Many TA organizations still use outdated recruiting practices, such as manually sourcing and cultivating prospects, often leading to poor time-to-hire rates.
Talent Sourcing involves using different databases and sources of information to build consistent pipelines of skilled individuals successfully and not only by contacting as many as possible but rather doing so in a thoughtful and, for the candidate, relevant way.
Engaging passive candidates in recruitment processes is a key activity in many recruitment processes where talent sourcing is a powerful tool. Where candidates can be found varies greatly and is not limited to LinkedIn. Sourcing successfully from additional channels such as the current ATS, GitHub, Social Media, Conferences, MeetUps, Hackathons, Universities, and others is a domain in and of itself.
But Sourcing is not limited to finding individuals with relevant skill sets and experience but also engaging them in a meaningful conversation to move the candidate from passive to an ongoing process.
Pipelining passive candidates range from using LinkedIn Recruiter and scraping webpages to programming custom search engines and applying OS/INT capabilities to research candidates. This is done to increase the information density before engaging to ensure that approached candidates are Qualified, Interested, and Available.
<aside> 🔎 First Steps for a Killing Sourcing
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Intake Meetings & Documentation
<aside> 📩 Start Sourcing & Reporting
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<aside> 💡 Resources
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done documents that NEEDS REVIEW