10 sourcing techniques to find candidates for your offers at a lower cost

In sometimes small and competitive markets, recruiters must constantly reinvent themselves in order to find the best talents.

Upon the appearance of a new offer, the search for candidates (or candidate sourcing) must ideally be multichannel to put the maximum chance on its side. Of course, the cost problem is also to be taken into account in a recruitment strategy.

Are you a recruiter in a business or recruitment firm?

From the most traditional to the most recent, discover 10 sourcing techniques to find candidates at lower cost.

1. Automate his prospecting with tools

Prospecting automatically is quite feasible if you choose the right tools! With solutions such as Walaxy or Lemlist, it is possible to automate and target your contact on LinkedIn or by email.

The advantage of automation is that you can contact many candidates, while addressing them in a personalized manner in order to avoid the “recruiter robot” effect. Note that for successful customization, it is important to have an up -to -date database. This avoids errors and having a better return rate, because the objective of these solutions is good to gain productivity in its recruitment process.

Thus, the automated prospecting tools allow you to enlarge your pool of candidates, reactivate your pool and distribute your offers to have more opportunities to recruit the best talents.

Estimated cost: subscription ranging from 0 € to 70 €/month (variable depending on the tools and the desired features level).

2. Use and work on your LinkedIn network

With a total of more than 830 million members in 2022, Linkedin is the most used professional social network in the world (source: Linkedin Corporate Communications). Candidates, companies and independents use it to gain visibility and develop their notoriety.

As a recruiter, you can use LinkedIn to develop your employer brand, attract the best talents and of course exchange directly in messaging to present your offers to provide.

On this network, the number of skills listed is estimated at 36,000. This is why the platform has become an inexhaustible source of candidates. And to make the most profits from this network, it starts by exploiting its current network and working it daily to enlarge it .

Research keywords, interact on news and integrate groups of recruiters or professionals from the sector that are interested in finding your future talents.

Estimated cost: unlike the paid solutions offered by the platform such as LinkedIn Premium or Linkedin Recruit, Work and exploit its network without advanced functionalities is completely free.

3. Create a content strategy on LinkedIn

As part of recruitment, a strategy for creating content on the web aims to generate leads, increase its notoriety, visibility or even promote a job offer.

On LinkedIn more precisely, the goal is to attract profiles to listen to new opportunities. You can thus tackle themes through posts, articles, images or videos. These contents must draw attention while giving real added value. Then, the most the interaction generated is important, the more the algorithm gives visibility.

As a recruiter, you can share your corporate events, give brand news, disseminate your values ​​or simply give advice with high added value. Always keep in mind the target you are addressing.

Finally, for a sustainable content strategy, select subjects in advance and organize your publications in a calendar in order to have a vision over several weeks.

Estimated cost: free.

4. Distribute your offers on jobboards

Whether general practitioners or specialists, jobboards or job offers remain a most relevant sourcing technique. To attract candidates, you must first write a clear, structured and transparent job offer as possible.

A contact via Jobboard maximizes the chances of starting an exchange with a candidate. Indeed, the creation of a candidate profile on these sites clearly highlights their wish to win a new job.

In addition, these sites all benefit from an advanced search engine in order to visualize at a glance the CVTheque profiles which could match with your needs and expectations.

You can cite jobboards such as Indeed, Leboncoin, Monster or Cadremploi and APEC for executives.

Estimated cost: some sites are free, for other counts from € 400 to € 800 for the dissemination of a job offer.

5. Set up cooptation

Cooptation is a technique which consists in calling on the network of its employees (coopeters) to recruit internal candidates (cooptés). We are also talking about sponsorship or participatory recruitment.

If you wish to set up a cooptation system within your company and that an offer is to be filled, inform your employees to determine whether some of their contacts would have the requested skills. The cooptation is based above all on competence, and not only on the relationship.

Estimated cost: free, but it is common for the company to pay a premium to the cooptor at the end of the coopté trial period (variable amount and determined by the company).

6. Use the Google search engine

With more than 90% market share, it is the most used search engine in France and around the world. Have you thought about using Google for your candidate sourcing?

It is with the “Advanced Research” function that Google stands out. This is available in the “Settings” icon and makes it possible to obtain targeted and relevant results.

Thanks to this feature, you can indicate keywords (and exclude at the same time), a job name, a location or specify a site on which you want to obtain profiles (for example Linkedin).

Estimated cost: free.

7. Participate in events around employment

In general, playing on the web and event combination turns out to be an excellent recruitment strategy. However, it is necessary to keep a certain consistency between the information disseminated online and that disseminated during events.

Events conducive to candidate sourcing are job fairs and forums or job dating. Going to meet people looking for a job during events allows you to make targeted contact. Indeed, certain events are directly linked to a particular sector of activity, to trades (tech, industry, bank) or to a geographic area.

Estimated cost: some fairs are free, for other count between 500 euros and 2000 euros for the rental of a stand. The price varies depending on the notoriety of the event.

8. Create partnerships with schools

To target young graduates, you can get closer to schools, universities and training institutes . Thus, by creating partnerships (for internship and work -study offers in particular) or by integrating alumni groups, you expand your pool of candidates!

You can also appear during events organized by schools such as business games or any other competition to meet future graduates.

Estimated cost: free.

9.

Are you working at the HR service of a company and a new offer is to be filled? You can naturally use your existing CVTHèque!

To properly organize your search and manage the various profiles, we advise you to use a management tool or CRM, as in the case of an external recruitment. Also, remember to publish your offers on your corporate site.

Internal sourcing is only a complementary technique to those stated above, but it has the advantage of offering opportunities to your employees and to limit the cost of integration and training.

Estimated cost: free.

10. Use an ATS to accompany you on a daily basis

ATS (Applicant Tracking System) software is a recruitment management tool that aims to boost your candidate sourcing.

It centralizes the overall management of the recruitment process and to follow the course of each stage for all candidates.

Traditional ATS software has a multitude of features: CVS storage, multidiffusion of ads, search for profiles in the database, etc.

An ATS is a real time saving and allows recruiters to go faster on tasks that do not require human or relational skills.

Are you looking for an ATS for your recruitments? Discover Marvin Recruit , the 1st Intelligent ATS that helps you generate a maximum of recruitment process and accompanies you until the success of your deals.

Its technology based on data and artificial intelligence makes it capable of automatically feeding your pipe of candidates relevant to call: those who do this job or who are intended to evolve on this profession.

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