What Is Candidate Sourcing and How Does the Sourcing Process Work?

Last Updated August 26, 2024

There are several steps involved in a typical recruitment process. Screening, interviewing, and onboarding are some of the most commonly understood, but one process that often gets overlooked is candidate sourcing.

Candidate sourcing allows recruiters and employment agencies to effectively segment candidate pools. But how do you source candidates, and what are the most effective candidate sourcing strategies?

In this article, we’ll cover how to easily identify and isolate your best prospects, allowing you to build a robust pipeline and elevate your agency’s success.

What Is Candidate Sourcing in Recruiting?

Candidate sourcing is a proactive and strategic approach to identifying, attracting, and engaging potential candidates for current and future job openings. Unlike traditional recruitment methods that rely on job postings and applications, it’s an active search for talent through various channels.

The process of candidate sourcing is how staffing agencies build a pipeline of qualified candidates to promptly meet client needs. Effective candidate sourcing helps staffing agencies fill positions faster and with better-suited candidates. It also improves the agency’s reputation because clients receive high-quality candidates. Sourcing strategy can significantly impact the success and growth of a staffing agency.

What Does a Candidate Sourcer Do?

A candidate sourcer is responsible for the initial stages of the recruitment process. The focus is on how to source candidates. They conduct thorough research to find talent across various platforms, such as job boards, social media, and professional networks.

Once potential candidates are identified, sourcers reach out with personalized messages to spark interest and assess their suitability for the role. They also build and maintain a database of qualified candidates for future opportunities. This enables recruiters to focus on the later stages of the hiring process, such as interviewing and evaluating candidates.

Sourcer vs. Recruiter

Both sourcers and recruiters are integral to the recruitment process, but their roles and responsibilities differ significantly.

Sourcers are primarily focused on the front end of the process. This means identifying and attracting candidates, conducting initial screenings, and building talent pools.

Recruiters, on the other hand, manage the full recruitment cycle. This includes screening candidates, conducting interviews, evaluating their fit for the role, and negotiating job offers.

The collaboration between sourcers and recruiters fosters an efficient and effective hiring process for staffing agencies. Each role specializes in different aspects of talent acquisition. Together, they work in harmony to find the best candidate possible.

Candidate Sourcing Process

The candidate sourcing process is a systematic approach designed to identify and engage potential candidates for current and future job openings. This process involves several key steps to ensure a steady pipeline of qualified candidates.

The steps in the candidate sourcing process are as follows:

1. Define the Requirements: Outline the job roles, qualifications, and experience needed. Work with hiring managers to understand specific needs and preferences.

2. Identify Sourcing Channels: Utilize various platforms, such as job boards, social media, professional networks, and industry-specific forums to find candidates. Consider both active and passive candidates.

3. Develop a Sourcing Strategy: Create a plan to reach potential candidates with targeted messaging and personalized outreach. Use technology and tools, such as applicant tracking systems and candidate relationship management software.

4. Engage With Potential Candidates: Initiate contact through emails, messages, or phone calls. Be sure to personalize communication.

5. Screen and Assess Candidates: Evaluate candidates’ qualifications and fit for the role. Use standardized criteria.

6. Build and Maintain Talent Pools: Create a database of qualified candidates for future job openings. Provide regular updates about relevant opportunities.

7. Evaluate and Optimize the Process: Continuously assess the effectiveness of sourcing strategies. Collect feedback from candidates and hiring managers to identify areas for improvement.

Following these steps helps staffing agencies source high-quality candidates. A systematic approach will speed up the hiring process and improve the quality of hires.

Best Candidate Sourcing Platforms

Different candidate sourcing platforms offer unique features and advantages. Finding the right one can help your staffing agency identify and attract top talent. Here are some of the best platforms for candidate sourcing:

LinkedIn (Particularly LinkedIn Recruiter)

LinkedIn is a powerful tool for professional networking and candidate sourcing. LinkedIn Recruiter, in particular, offers specific tools to help sourcers find and engage with potential candidates.

• Advanced Search: Use filters like job title, skills, location, and experience to narrow down potential candidates.
• InMail: Send personalized messages directly to candidates, increasing the chances of engagement.
• Analytics: Track metrics and insights to refine sourcing strategies.

Other Social Media Platforms

Social media platforms like Facebook, X, and Instagram can also be valuable for candidate sourcing. These platforms allow sourcers to reach a broader audience and engage with potential candidates in a more informal setting.

• Facebook: Join professional groups and communities related to specific industries.
• X: Follow industry hashtags and participate in relevant conversations.
• Instagram: Use visual content to attract and engage with candidates who tend to be younger and engaged in creative spaces.

Indeed

Indeed is one of the largest online job boards. It offers extensive reach and a vast database of candidates. The forum provides various tools that help streamline the sourcing process.

• Resume Database: Access millions of resumes and filter candidates based on specific criteria.
• Job Postings: Advertise job openings to attract active job seekers.
• Sponsored Jobs: Increase visibility and reach by promoting job listings.

Slack

Slack is a collaboration tool that also serves as a platform for candidate sourcing, specifically within niche communities and professional groups.

By joining Slack, you’ll have access to industry-specific channels where you can discuss and share job opportunities within relevant communities. This can lead to networking opportunities with people who can point you in the right direction to find candidates, or even directly connect you with potential candidates.

Meetup

Meetup is a platform that facilitates in-person and virtual networking events. It’s an ideal platform for sourcing candidates who are active in professional communities.

Similar to Slack, you can attend or sponsor meetups related to specific industries to network with potential candidates or join professional groups on the platform to stay updated on upcoming events and opportunities.

Candidate Sourcing Strategies, Techniques, and Best Practices

Effective candidate sourcing requires a combination of strategies, techniques, and best practices to identify and attract top talent. Here are some approaches to optimize your sourcing efforts.

Develop a Strong Employer Brand

All communications should reflect your company’s values and culture. It’s also important to deliver consistent messaging, so use a similar tone and style across all platforms.

Showcase company culture. Share stories, videos, and testimonials that highlight the work environment and employee experiences. Consider using social media and the company website to broadcast and promote a positive image.

Leverage Technology and Tools

A recent study revealed that 42% of staffing agencies are automating their sourcing process.

Modern software can improve your candidate sourcing abilities. Use applicant tracking systems (ATS) to organize candidate records and integrate these tools with job boards for broader reach, and track interactions and follow-up communications with a candidate relationship management (CRM) system. You can then focus on nurturing relationships with potential candidates.

Engage Passive Candidates

Craft personalized outreach that addresses the candidate’s background and potential fit for the role. Be respectful. Highlight unique benefits and opportunities within your company.

Maintain regular, meaningful contact with passive candidates to build relationships. Share relevant industry news, company updates, and job opportunities.

Participate in Industry Events and Networking

Attend industry-specific conferences and trade shows to network with potential candidates. Host or sponsor events to increase visibility and attract top talent.

Don’t underestimate the power of webinars and virtual meetups. Organize or participate in online events to connect with candidates remotely. Share expertise and provide value through informative sessions.

Implement Referral Programs

Encourage current employees to refer potential candidates. Offer incentives for successful referrals to motivate participation.

Partner with industry professionals and networks for external referrals. Establish mutually beneficial referral agreements.

Focus on Diversity and Inclusion

Utilize diverse sourcing channels to contact underrepresented groups. Attend diversity-focused events and job fairs.

Write inclusive job descriptions that are welcoming and avoid biased language. Highlight the company’s commitment to diversity.

In-Summary: What Is Candidate Sourcing?

Candidate sourcing is a proactive and strategic approach to talent acquisition. It focuses on identifying and engaging potential candidates for current and future job openings.

The process involves defining job requirements, identifying sourcing channels, developing a sourcing strategy, engaging with candidates, and building talent pools. When done right, effective candidate sourcing accelerates the hiring process, improves the quality of hires, and benefits the employer brand.

The most successful staffing agencies leverage various platforms and implement best practices to build a robust pipeline of qualified candidates. This means that they can meet client needs promptly and efficiently.

Candidate Sourcing FAQs

Can candidate sourcing be automated?

Yes, candidate sourcing can be partially automated using various tools and technologies. Applicant tracking systems (ATS) and candidate relationship management (CRM) software can automate tasks, such as resume screening, email outreach, and data management. Additionally, AI-powered tools can help identify potential candidates by analyzing profiles and resumes based on predefined criteria. However, human judgment is still extremely important for evaluating cultural fit and personal engagement with candidates.

How do you source for diverse candidates?

Sourcing for diverse candidates involves utilizing diverse job boards, attending diversity events, and crafting inclusive job descriptions. It also includes expanding sourcing channels to reach underrepresented groups and implementing bias-free screening techniques. These strategies help build a more diverse and inclusive talent pool, which is essential for fostering innovation and growth within an organization.

How do you source for candidates on LinkedIn?

Sourcing candidates on LinkedIn involves using advanced search filters to find candidates based on skills, experience, and location. Personalized outreach through InMail messages can effectively engage potential candidates by highlighting the job opportunity and company benefits. Engaging with content, leveraging recommendations, and monitoring profiles also improves the sourcing process on LinkedIn.

What is the difference between sourcing and recruiting?

Sourcing and recruiting have different focuses, and each role comes with its distinct responsibilities. Sourcing involves identifying and attracting potential candidates, conducting initial screenings, and building talent pools. Recruiting encompasses the entire hiring process, including screening, interviewing, evaluating, and negotiating job offers. Sourcers and recruiters collaborate to ensure an efficient and effective hiring process.

What is a boolean search?

A boolean search uses specific operators (AND, OR, NOT) to refine and improve search results. It allows sourcers to create complex search queries to find candidates with precise skills and qualifications. For example, using “Software Engineer AND Python NOT Java” will find profiles that include both “Software Engineer” and “Python” but exclude those that mention “Java.”

What are the benefits of sourcing candidates?

Sourcing candidates offers several benefits. It provides access to passive candidates who may not be actively looking for jobs but are open to new opportunities. It speeds up the hiring process by maintaining a pipeline of qualified candidates, improves the quality of hires by targeting top talent, and enhances the employer brand through consistent and positive outreach efforts. Sourcing also reduces reliance on job ads and external recruiters, lowering overall recruitment costs.