What is recruitment sourcing?

Looking for the ideal candidate but it does not apply for your offer? No worries, on the current recruitment market this is completely normal, your employer brand will not change this reality. On many sectors (IT, BPT, Sales, Health, etc.) The profiles are rare and they therefore become necessary to go from an inbound strategy (the candidate applies) to an Outbound strategy (you are the first to show interest in the candidate). The concept of sourcing of candidates therefore reflects the action to seek relevant candidates for a job offer, and to prospect them.

Essential

• Sourcing is key for companies that recruit on positions where on the job market, the number of offers is greater than the number of profiles with good skills.
• Preliminary step before the presentation of a candidate for the company, sourcing makes it possible to identify candidates who for various reasons would not necessarily have applied for a job offer (little visible ad, profile in post and not in active research, etc.)
• Sourcing represents around 50% of the working time of a head hunter, which can also be described as a recruiter specializing in the direct approach .
• If you hope to quickly recruit good profiles and internalize this recruitment, the search for candidates is the right solution, but it will ask you for a real investment in time, in energy but also in money. time you spend there Very good solutions exist today to allow you to succeed in recruiting in the short term while optimizing your time and expenses. We will detail them lower in this article.

Zoom on the principle of sourcing

3 simple steps

Sourcing fact of seeking candidates for the source , that is to say to approach them directly and arouse their interest in a position and a business. Sourcing can be broken down into 3 steps:

1. The choice of sourcing channels
2. Pure search and selection of relevant profiles for the position to contact
3. Writing and sending the approach message to the chosen channel

The advantages and disadvantages of sourcing

Sourcing has many advantages. It allows the recruiter to reach the most qualified for recruitment. Indirectly, he also helps the recruiter to advertise his business.

On the other hand, it is advisable to be careful and to take into account certain parameters so that this recruitment is effective. Indeed, the volume of profiles contacted will impact the volume of qualifications that you will be able to make.

Digital Sourcing Place

Digital sourcing makes it possible to reach a majority of your target still by multiplying digital channels (social network, search engines, cvhetics, etc.). However, according to the profiles sought, your profile target will not have the same online presence rate. For example it is much more probable than you find most of the market profiles on the market on LinkedIn, and less likely that you find nurse

According to a study by APEC , between 2008 and 2018, the use of digital tools was multiplied by 4 in the recruitment processes.

Who is sourcing for?

Recruiters in cabinets

All recruiters in firm practice the sourcing of candidates for their customers. Their strength is to be able to quickly offer a flow of candidates to a company.

Recruiters in ESN

Sourcing is also necessary in ESN , digital service companies . These companies send employees in services to customers for a defined period and are constantly looking for new employees to allow customer demand to be responded.

Thanks to intensive sourcing, ESNs can quickly offer profiles adapted to the position that the customer offers.

Talent acquisition specialist

If you work with an end customer, sourcing is very interesting to find qualified candidates for your business, even if they are already in office. If you do not benefit from a reputation and strong employer brand with candidates, the number of applications you will receive will undoubtedly be limited and you will then have to get involved in search of candidates by yourself.

How to unite candidates?

Choose the right channels

After identifying the skills sought for the position, you will have to start by looking for the channel where you are most likely to touch your target candidate. This key choice is largely determined by the candidate's profile.

Obviously, a tech candidate does not use the same networks and does not go to the same events as a dirty candidate .

Thus the recruiter must take the time to identify the best channel to enter into contact with the candidate. Very often, recruiters directly approach online candidates on LinkedIn or by email , sending them a personalized message, but other solutions exist.

Going to meetups or fairs career, for example can also be an effective sourcing strategy.

Example of sourcing channels:

• Linkedin, the largest professional network
• Viadeo, the French professional network
• CVTHèques, to find listening profiles (ex: APEC)
• Events and fairs
• Email (provided you have some tech/marketing knowledge to find emails)
• In LinkedIn or Slack groups

Identify the right candidates

It is the most complex and most important part of the candidates' sourcing! Once the channel is found, you have to succeed in identifying the candidates who best correspond to the announcement. To identify candidates, recruiters can study different criteria:

1. Professional experiences of candidates
2. Their studies
3. Their skills
4. Their posts and centers of interest

Do not hesitate to show imagination to find talents that would not have optimized their online presence and that it would be more difficult to spot.

Help yourself with a more efficient sourcing strategy

Today there are many tools to help recruiters chase good profiles. ATS are very useful for storing data on all profiles contacted.

Indeed, you can save your exchanges with candidates, their skills and your comments on each profile.

This will allow you to constitute a qualitative base of candidates and to capitalize in all circumstances on your hours of sourcing spent by maintaining food of talents with whom you think you can work one day. A saving time guaranteed for your search for present and future profiles!

How much is sourcing?

A method that can be expensive and time -consuming

Sourcing is an undeniably practical method , but it remains very time -consuming. Finding the right candidates on the different channels takes time. Also pay attention to the price of certain distribution channels, which can quickly be expensive and scalable depending on the volume.

We have also concocted a list of unstoppable tips to spend less in your sourcing process .

Use tools like Linkedin effectively

LinkedIn is also an interesting tool, almost essential for recruiters who want to unravel candidates since it allows them to canvass people in a few clicks, without necessarily being in the person's network (with a LinkedIn Recruit) subscription . A guaranteed time saving!

2 aspects are interesting on LinkedIn:

1. You can not only look for candidates according to their skills, but also according to their interests! Do not hesitate to follow the activity of candidates who interest you the most to increase your chances of recruiting them or to easily identify similar profiles .

Again, LinkedIn Recruitu will allow you to access hidden and more advanced filters and will allow you to more easily detect listening candidates. The prices of LinkedIn Recruitite are not accessible on the LinkedIn site but count between 700 and 900 euros annually depending on the plan you choose.

2. It is also a good way to brand image Take care of your own LinkedIn profile, post news on your business and give interesting advice to your talent audience.

Invest in software for an effective sourcing strategy

If you want to save time and have the most efficient sourcing strategy as possible, you need to invest in software . Indeed, the recruitment market has rarely been as tense as today. The best profiles are seated on all sides and interest the candidates is more difficult.

Automatic prospecting tools

automatic prospecting tools . They allow, at a cost of around € 70 per month maximum, to automate contacts via email or on social networks.

For example, we recommend Waalaxy or Lemlist, two very easy -to -use tools that will cost you between 20 and 83 € depending on the plan.

Jobboards

Jobboards are not really sourcing tools because it is up to the candidate to apply. Very popular, these are job sites, which allow you to quickly reach an audience interested in the offer. However, be careful: you may pay dearly to display your ad and receive a flow of applications that come in terms of volume or relevance of applications.

Ats

Choosing an ATS (applicant tracking system) new generation will allow you to keep all profiles contacted in a single database - a saving of precious time for your future research. So, as soon as you need a profile, you only need to search in the base of your ATS to find profiles to contact among those with whom you have already been in contact.

For example, Marvin Recruite is an ATS solution to save time and identify the right profiles effectively and quickly. It does not only allow you to build an effective database of good candidates, but it supports you throughout your recruitment process.

1. It allows you to follow each step of the process (of connecting the offer)
2. It gives you access to your own CVTHèque with personalized skills filters
3. You can leave notes on your discussions with the candidates and collaborate with your team on these candidates.

The sourcing method coupled with these recruitment solutions thus makes it possible to reach a large audience of candidates, to canvass them effectively and ultimately to achieve your recruitment more quickly.

Obviously, sourcing is an innately innate, but an unwelcome recruiter, the practitioner for his advantages can quickly find himself overwhelmed.

With the ATS Marvin Recruiter, this problem is no longer one, and many profiles can be compared to determine the most suitable for the position to be filled.

This allows all recruitment managers to save considerable time that they can then reinvest in other recruitments and their follow -up. This saving time gives you the opportunity to focus on the tasks that have the most value and better develop activity.

This ATS also concerns a wide range of players in the world of recruitment, which allows all recruitment profiles to benefit from it, and thus optimize their work.

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