20 Sourcing Strategies for Recruitment the HR Pros Use

Are you looking for ways to find and attract top talent for your company? Do you want to learn how to source candidates effectively and efficiently? If so, you’ve come to the right place.

In this article, we’ll share with you 20 sourcing strategies for recruitment that the HR pros use.

These are proven methods that can help you build a strong talent pipeline, reach out to passive candidates, and hire the best fit for your open roles.

But before we dive into the details, let’s define what talent sourcing is and why it matters.

What is Talent Sourcing?

Talent sourcing is the process of finding, identifying, engaging, and nurturing potential candidates for current or future job openings.

It involves researching and reaching out to passive candidates who are not actively looking for a job but may be interested in your company or role.

Talent sourcing is different from recruiting, which is the process of screening, interviewing, and hiring candidates who have applied for a job.

Talent sourcing is more proactive and strategic, while recruiting is more reactive and operational.

Talent sourcing is also different from talent acquisition, which is the overall strategy of attracting, hiring, and retaining talent for your company.

Talent sourcing is one of the components of talent acquisition, along with employer branding, candidate experience, onboarding, and retention.

Talent sourcing is important because it can help you:

• Find qualified candidates who may not be aware of your company or job opportunities
• Build a talent pool of passive candidates who can be contacted when a relevant role opens up
• Reduce your time-to-hire and cost-per-hire by having a ready pool of candidates
• Improve your quality-of-hire by finding candidates who match your job requirements and company culture
• Gain a competitive edge over other companies who are vying for the same talent

Now that you know what talent sourcing is and why it matters, let’s look at some of the best sourcing strategies for recruitment that you can use.

Read more: What is sourcing in HR?

20 Sourcing Strategies for Recruitment

Here are 20 sourcing strategies for recruitment that the HR pros use to find and attract top talent:

1. Define Your Ideal Candidate Persona

The first step in any sourcing strategy is to define your ideal candidate persona.

This is a detailed profile of your target candidate that includes their skills, qualifications, experience, personality traits, motivations, goals, and preferences.

Defining your ideal candidate persona can help you:

• Narrow down your search criteria and focus on the most relevant candidates
• Craft personalized and compelling messages that resonate with your target audience
• Choose the best platforms and channels to reach out to your target candidates
• Evaluate and compare candidates based on how well they fit your persona

You can create your ideal candidate persona by collaborating with the hiring manager and conducting market research. You can also use tools like Crystal or Traitify to create personality profiles based on data.

2. Use Multiple Platforms and Channels

The next step in any sourcing strategy is to use multiple platforms and channels to find and contact potential candidates.

Depending on your ideal candidate persona, you may want to use some or all of the following platforms and channels:

• Job boards: These are websites where you can post your job openings and attract active candidates who are looking for a job. Some examples are Indeed, Monster, Glassdoor, etc.
• Social media: These are websites where you can showcase your employer brand, share your company culture, engage with your followers, and reach out to passive candidates who may be interested in your company or role. Some examples are LinkedIn, Facebook, Twitter, etc.
• Professional networks: These are websites where you can find and connect with professionals in specific fields or industries. Some examples are Triplebyte for engineers, Hired for tech talent, Dribbble for designers and developers, etc.
• Niche communities: These are websites where you can find and join groups or forums of people who share a common interest, passion, or expertise. Some examples are Stack Overflow for programmers, Reddit for various topics, Quora for questions and answers, etc.
• Referrals: These are recommendations from your existing employees, customers, partners, or network who can vouch for the quality and fit of a candidate. Referrals are one of the most effective and cost-efficient sourcing strategies, as they can help you find candidates who are already familiar with your company and culture, and who are more likely to accept your offer and stay longer.

3. Optimize Your Career Page and Job Descriptions

Another important sourcing strategy is to optimize your career page and job descriptions.

Your career page and job descriptions are the first impression that candidates have of your company and role, so you want to make sure they are clear, concise, and compelling.

Your career page should:

• Showcase your employer brand and value proposition
• Highlight your company culture and mission
• Feature testimonials and stories from your employees
• Include photos and videos of your workplace and team
• Provide information about your benefits and perks
• Have a clear and easy-to-follow application process

Your job descriptions should:

• Use clear and specific job titles
• Include the main responsibilities and expectations of the role
• List the required and preferred skills and qualifications of the candidate
• Mention the salary range and location of the role
• Include a call-to-action to apply or contact you

You can also use tools like Textio or Joblint to optimize your job descriptions for readability, inclusivity, and SEO.

4. Create an Employee Referral Program

As mentioned earlier, referrals are one of the best sourcing strategies for recruitment.

However, to get more referrals, you need to create an employee referral program that encourages and rewards your employees for recommending candidates.

An employee referral program should:

• Have clear and simple rules and guidelines
• Offer attractive incentives and recognition for successful referrals
• Provide feedback and updates to the referrers on the status of their referrals
• Track and measure the results and impact of the program

You can also use tools like Drafted or RolePoint to automate and streamline your employee referral program.

5. Leverage Your Alumni Network

Another great source of candidates is your alumni network.

These are former employees who have left your company but may still have a positive relationship with you. They may also have gained new skills, experience, or connections that can benefit your company.

Leveraging your alumni network can help you:

• Rehire former employees who are interested in returning to your company
• Get referrals from former employees who know other qualified candidates
• Build brand awareness and reputation among former employees’ networks
• Maintain a good relationship with former employees who may become customers, partners, or advocates

You can leverage your alumni network by:

• Creating an alumni group or community on social media or email
• Sending regular newsletters or updates about your company news, events, or opportunities
• Inviting former employees to join your webinars, podcasts, or workshops
• Offering exclusive benefits or discounts to former employees
• Asking former employees for feedback or testimonials

6. Attend or Host Events

Another effective sourcing strategy is to attend or host events that are relevant to your industry, field, or role. Events can be a great way to meet and network with potential candidates in person or online.

Attending events can help you:

• Find candidates who are interested in learning new skills or trends
• Showcase your employer brand and value proposition
• Engage with candidates in a casual and informal setting
• Collect contact information or resumes from interested candidates

Hosting events can help you:

• Attract candidates who are curious about your company or role
• Demonstrate your thought leadership and expertise
• Provide value and education to potential candidates
• Generate leads or applications from attendees

Some examples of events that you can attend or host are:

• Conferences: These are large-scale events that feature speakers, panels, workshops, exhibitions, etc. on a specific topic or theme.
• Meetups: These are small-scale events that bring together people who share a common interest, passion, or goal.
• Webinars: These are online events that feature a presentation, demonstration, or discussion on a specific topic or issue.
• Hackathons: These are events where participants collaborate on a software project within a limited time frame.
• Job fairs: These are events where employers showcase their job openings and meet with potential candidates.

7. Use Boolean Search

One of the most powerful sourcing techniques is to use Boolean search.

Boolean search is a way of combining keywords with operators such as AND, OR, NOT, etc. to narrow down or expand your search results.

Using Boolean search can help you:

• Find candidates who match your exact criteria and preferences
• Filter out irrelevant or unwanted results
• Save time and effort by searching more efficiently and effectively

You can use Boolean search on various platforms and channels, such as Google, LinkedIn, Facebook, etc. Here are some examples of how to use Boolean search for sourcing candidates:

• To find candidates who have a specific skill or qualification, use the AND operator. For example, Java AND Python will find candidates who have both Java and Python skills.
• To find candidates who have any of the skills or qualifications you are looking for, use the OR operator. For example, Java OR Python will find candidates who have either Java or Python skills.
• To find candidates who do not have a specific skill or qualification, use the NOT operator. For example, Java NOT Python will find candidates who have Java skills but not Python skills.
• To find candidates who have a specific phrase or term in their profile, use quotation marks. For example, "Full Stack Developer" will find candidates who have the exact phrase Full Stack Developer in their profile.
• To find candidates who have a specific word or phrase in a specific field or section of their profile, use parentheses and modifiers. For example, (title:"Full Stack Developer") will find candidates who have the phrase Full Stack Developer in their title.

You can also combine multiple operators and modifiers to create more complex and refined searches.

For example, (title:"Full Stack Developer") AND (skills:(Java OR Python)) AND (location:Belgrade) will find candidates who have the title Full Stack Developer, have either Java or Python skills, and are located in Belgrade.

8. Use Social Media

Another popular sourcing technique is to use social media. Social media can help you find and connect with potential candidates who may not be on traditional platforms like job boards or professional networks.

Using social media can help you:

• Showcase your employer brand and value proposition
• Highlight your company culture and mission
• Feature testimonials and stories from your employees
• Share your company news, events, or opportunities
• Engage with your followers and potential candidates
• Reach out to passive candidates who may be interested in your company or role

Some of the most commonly used social media platforms for sourcing candidates are:

• LinkedIn: This is the largest and most popular professional network where you can find and connect with millions of professionals across various fields and industries. You can also use LinkedIn’s advanced search features, such as filters, keywords, Boolean operators, etc. to narrow down your search results. You can also use LinkedIn’s Recruiter or Talent Solutions tools to access more features and functionalities for sourcing candidates.
• Facebook: This is the largest and most popular social network where you can find and connect with billions of people across various demographics and interests. You can also use Facebook’s Graph Search feature, which allows you to search for people based on various criteria, such as location, education, work, etc. You can also use Facebook’s Jobs feature, which allows you to post your job openings and attract active candidates who are looking for a job.
• Twitter: This is a micro-blogging platform where you can find and connect with millions of people who share their thoughts, opinions, news, etc. in 280 characters or less. You can also use Twitter’s Advanced Search feature, which allows you to search for tweets based on various criteria, such as keywords, hashtags, location, date range, etc. You can also use Twitter’s Lists feature, which allows you to create and follow curated groups of accounts that are relevant to your industry, field, or role.

9. Use Email Marketing

Another effective sourcing technique is to use email marketing. Email marketing is the process of sending personalized and targeted emails to potential candidates to generate interest and engagement.

Using email marketing can help you:

• Build a relationship and trust with potential candidates
• Provide value and education to potential candidates
• Nurture potential candidates through the hiring funnel
• Increase your response rate and conversion rate

Some of the best practices for email marketing are:

• Segment your email list based on various criteria, such as location, industry, role, etc.
• Craft personalized and compelling subject lines that catch the attention of potential candidates
• Write concise and clear email copy that highlights the benefits of working with your company
• Include a clear and strong call-to-action that prompts potential candidates to reply or apply
• Test and optimize your email campaigns based on various metrics, such as open rate, click-through rate, response rate, etc.

You can also use tools like Mailchimp or HubSpot to automate and streamline your email marketing campaigns.

10. Use Cold Calling

Another traditional but still effective sourcing technique is to use cold calling. Cold calling is the process of calling potential candidates who have not expressed interest in your company or role, and persuading them to consider your offer.

Using cold calling can help you:

• Reach out to passive candidates who may not be on online platforms or channels
• Stand out from the crowd and show your interest and enthusiasm
• Establish a rapport and trust with potential candidates
• Overcome objections and answer questions

Some of the best practices for cold calling are:

• Do your research and prepare before making the call
• Introduce yourself and your company and state the purpose of the call
• Use open-ended questions and active listening to understand the needs and goals of potential candidates
• Highlight the benefits and value proposition of working with your company
• Ask for permission and follow up with an email or a meeting

You can also use tools like Calendly or Zoom to schedule and conduct your calls.

11. Use AI

One of the most innovative and emerging sourcing techniques is to use AI. AI, or artificial intelligence, is the technology that enables machines to perform tasks that normally require human intelligence, such as learning, reasoning, decision making, etc.

Using AI can help you:

• Automate and streamline your sourcing process
• Find and rank candidates based on their fit and potential
• Engage and communicate with candidates using chatbots or voice assistants
• Analyze and optimize your sourcing performance and results

Some of the examples of AI tools that you can use for sourcing candidates are:

• Hiretual: This is an AI-powered talent sourcing platform that helps you find and engage with qualified candidates across various platforms and channels.
• Eightfold: This is an AI-powered talent intelligence platform that helps you find and match candidates based on their skills, experience, and potential.
• XOR: This is an AI-powered chatbot platform that helps you communicate and interact with candidates using text or voice messages.
• Ideal: This is an AI-powered talent screening platform that helps you analyze and rank candidates based on their fit and quality.

Learn more about AI sourcing.

12. Use Talent Mapping

Another strategic sourcing technique is to use talent mapping. Talent mapping is the process of identifying, analyzing, and mapping the talent landscape of your industry, field, or role.

Using talent mapping can help you:

• Gain insights into the availability, demand, and competition for talent
• Identify gaps and opportunities in your talent pipeline
• Plan ahead for your current and future hiring needs
• Create targeted and proactive sourcing strategies

Some of the steps involved in talent mapping are:

• Define your hiring goals and criteria
• Research and collect data on the talent market
• Analyze and visualize the data using charts, graphs, tables, etc.
• Identify and prioritize potential candidates or sources
• Implement and monitor your sourcing strategies

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ou can also use tools like TalentNeuron or TalentIQ to automate and simplify your talent mapping process.

13. Use Talent Pools

Another active sourcing technique is to use talent pools. Talent pools are groups of potential candidates who have expressed interest in your company or role, or who have been sourced by you or your team.

Using talent pools can help you:

• Build a database of qualified and engaged candidates
• Reduce your time-to-hire and cost-per-hire by having a ready pool of candidates
• Improve your quality-of-hire by finding candidates who match your job requirements and company culture
• Nurture potential candidates through the hiring funnel

Some of the steps involved in using talent pools are:

• Create different talent pools based on various criteria, such as location, industry, role, etc.
• Add potential candidates to your talent pools from various sources, such as referrals, events, social media, etc.
• Segment and update your talent pools based on various factors, such as skills, experience, availability, etc.
• Engage with your talent pools regularly by sending newsletters, updates, invitations, etc.
• Convert your talent pools into applicants or hires when a relevant role opens up

You can also use tools like Beamery or SmartRecruiters to manage and optimize your talent pools.

14. Use Employer Branding

Another essential sourcing technique is to use employer branding. Employer branding is the process of creating and promoting a positive image of your company as a great place to work.

Using employer branding can help you:

• Attract and retain talent who share your vision and values
• Stand out from the crowd and differentiate yourself from competitors
• Build trust and credibility with potential candidates
• Reduce your hiring costs and increase your retention rates

Some of the steps involved in using employer branding are:

• Define your employer value proposition and mission statement
• Showcase your company culture and employee experience
• Create and share engaging content and stories on various platforms and channels
• Collect and display feedback and reviews from your employees and candidates
• Measure and improve your employer brand performance and reputation

You can also use tools like Glassdoor or LinkedIn Talent Solutions to enhance and monitor your employer brand.

15. Use Inbound Marketing

Another modern sourcing technique is to use inbound marketing.

Inbound marketing is the process of creating and sharing valuable content that attracts and educates potential candidates, and converts them into leads or applicants.

Using inbound marketing can help you:

• Provide value and education to potential candidates
• Generate interest and awareness about your company and role
• Build a relationship and trust with potential candidates
• Increase your traffic and conversions

Some of the steps involved in using inbound marketing are:

• Create a buyer persona and a buyer journey for your target candidate
• Create and share relevant and engaging content on various platforms and channels, such as blogs, podcasts, webinars, ebooks, etc.
• Optimize your content for SEO and social media
• Include a call-to-action and a landing page to capture leads or applications
• Nurture your leads or applicants through email marketing or chatbots

You can also use tools like HubSpot or Marketo to automate and streamline your inbound marketing campaigns.

16. Use Outbound Marketing

Another complementary sourcing technique is to use outbound marketing.

Outbound marketing is the process of reaching out to potential candidates who may not be aware of or interested in your company or role, and persuading them to consider your offer.

Using outbound marketing can help you:

• Find and contact passive candidates who may not be on online platforms or channels
• Stand out from the crowd and show your interest and enthusiasm
• Establish a rapport and trust with potential candidates
• Overcome objections and answer questions

Some of the steps involved in using outbound marketing are:

• Identify and qualify potential candidates based on various criteria, such as skills, experience, location, etc.
• Craft personalized and compelling messages that highlight the benefits of working with your company
• Choose the best platforms and channels to reach out to potential candidates, such as email, phone, social media, etc.
• Follow up with potential candidates until they reply or apply

You can also use tools like Outreach or Salesloft to automate and optimize your outbound marketing campaigns.

17. Use Talent Communities

Another interactive sourcing technique is to use talent communities. Talent communities are online groups or forums where potential candidates can interact with each other and with your company representatives.

Using talent communities can help you:

• Build a loyal and engaged audience of potential candidates
• Provide value and education to potential candidates
• Showcase your employer brand and value proposition
• Generate leads or applications from potential candidates

Some of the steps involved in using talent communities are:

• Create a talent community on a platform or channel that suits your target audience, such as Facebook, LinkedIn, Slack, etc.
• Invite potential candidates to join your talent community from various sources, such as referrals, events, social media, etc.
• Share relevant and engaging content and stories on your talent community, such as blogs, podcasts, webinars, ebooks, etc.
• Encourage interaction and participation among your talent community members, such as comments, questions, polls, quizzes, etc.
• Convert your talent community members into leads or applicants when a relevant role opens up

You can also use tools like Talentspace or Brazen to create and manage your talent communities.

18. Use Diversity Sourcing

Another important sourcing technique is to use diversity sourcing. Diversity sourcing is the process of finding and attracting candidates from diverse backgrounds, such as gender, race, ethnicity, age, disability, etc.

Using diversity sourcing can help you:

• Increase the quality and quantity of your talent pool
• Improve the creativity and innovation of your team
• Enhance the performance and productivity of your company
• Foster a more inclusive and supportive company culture

Some of the steps involved in using diversity sourcing are:

• Define your diversity goals and metrics
• Review and revise your sourcing process and practices to eliminate bias and discrimination
• Use inclusive language and imagery in your career page and job descriptions
• Use diverse platforms and channels to find and reach out to diverse candidates, such as DiversityJobs, PowerToFly, Jopwell, etc.
• Partner with diverse organizations and communities, such as Women Who Code, Black Girls Code, Out in Tech, etc.

You can also use tools like Blendoor or Entelo to enhance and monitor your diversity sourcing efforts.

19. Use Employee Advocacy

Another powerful sourcing technique is to use employee advocacy. Employee advocacy is the process of empowering and encouraging your employees to share your company’s content and stories on their personal networks.

Using employee advocacy can help you:

• Expand your reach and visibility to potential candidates
• Build trust and credibility with potential candidates
• Showcase your employer brand and value proposition
• Generate referrals and applications from potential candidates

Some of the steps involved in using employee advocacy are:

• Create and share relevant and engaging content and stories that highlight your company culture, mission, values, etc.
• Provide guidelines and training to your employees on how to share your content and stories on their networks
• Offer incentives and recognition to your employees for sharing your content and stories
• Track and measure the results and impact of your employee advocacy program

You can also use tools like PostBeyond or Bambu to manage and optimize your employee advocacy program.

20. Use Talent Scouting

The last but not least sourcing technique is to use talent scouting. Talent scouting is the process of finding and attracting candidates who are not actively looking for a job, but who have the potential to become future leaders or experts in your company.

Using talent scouting can help you:

• Find candidates who have high potential, ambition, and talent
• Build a long-term relationship and trust with potential candidates
• Nurture potential candidates through mentoring, coaching, or training
• Hire potential candidates when they are ready or when a relevant role opens up

Some of the steps involved in using talent scouting are:

• Identify potential candidates based on various criteria, such as skills, experience, achievements, etc.
• Reach out to potential candidates with a personalized and compelling message that shows your interest and appreciation
• Invite potential candidates to join your talent development program or initiative, such as a mentorship program, a leadership program, a scholarship program, etc.
• Engage with potential candidates regularly by providing feedback, guidance, support, etc.
• Convert potential candidates into hires when they are ready or when a relevant role opens up

You can also use tools like Plum or PredictiveHire to assess and develop the potential of your candidates.

How to Choose the Best Sourcing Strategy for Your Company

As you can see, there are many sourcing strategies for recruitment that you can use to find and attract top talent for your company.

However, not all sourcing strategies are equally effective or suitable for every company or role.

To choose the best sourcing strategy for your company, you need to consider various factors, such as:

• Your hiring goals and criteria
• Your ideal candidate persona
• Your budget and resources
• Your industry and market
• Your competitors and challenges

You also need to test and measure the results and impact of your sourcing strategies, such as:

• The number of candidates sourced
• The quality of candidates sourced
• The response rate of candidates sourced
• The conversion rate of candidates sourced
• The time-to-hire and cost-per-hire of candidates sourced

Based on these factors and metrics, you can evaluate and optimize your sourcing strategies to achieve the best outcomes for your company.

Conclusion: Sourcing Strategies for Recruitment Are Key to Finding Top Talent

Sourcing is one of the most important aspects of recruitment. It can help you find qualified candidates who may not be aware of or interested in your company or role.

It can also help you build a strong talent pipeline, reach out to passive candidates, and hire the best fit for your open roles.

In this article, we’ve shared with you 20 sourcing strategies for recruitment that the HR pros use.

These are proven methods that can help you source candidates effectively and efficiently. However, you need to choose the best sourcing strategy for your company based on various factors and metrics.

We hope this article has given you some useful insights and tips on how to source candidates for your company. If you have any questions or comments, please feel free to contact us. We’d love to hear from you.

And if you’re looking for a partner who can help you with your sourcing and recruitment needs, look no further than Tribe.

Whether you need to fill a single role or scale your team, Tribe can help you achieve your hiring goals.

To learn more about Tribe and how it can help you, visit our website or book a free consultation today. We look forward to working with you.

FAQ

Here are some frequently asked questions about sourcing strategies for recruitment:

What is the difference between sourcing and recruiting?

Sourcing is the process of finding, identifying, engaging, and nurturing potential candidates for current or future job openings. Recruiting is the process of screening, interviewing, and hiring candidates who have applied for a job.

What are some of the benefits of sourcing candidates?

Sourcing candidates can help you:

• Find qualified candidates who may not be aware of or interested in your company or role
• Build a talent pool of passive candidates who can be contacted when a relevant role opens up
• Reduce your time-to-hire and cost-per-hire by having a ready pool of candidates
• Improve your quality-of-hire by finding candidates who match your job requirements and company culture
• Gain a competitive edge over other companies who are vying for the same talent

What are some of the best platforms and channels for sourcing candidates?

Some of the best platforms and channels for sourcing candidates are:

• Job boards: These are websites where you can post your job openings and attract active candidates who are looking for a job.
• Social media: These are websites where you can showcase your employer brand, share your company culture, engage with your followers, and reach out to passive candidates who may be interested in your company or role.
• Professional networks: These are websites where you can find and connect with professionals in specific fields or industries.
• Niche communities: These are websites where you can find and join groups or forums of people who share a common interest, passion, or expertise.
• Referrals: These are recommendations from your existing employees, customers, partners, or network who can vouch for the quality and fit of a candidate.

How do I choose the best sourcing strategy for my company?

To choose the best sourcing strategy for your company, you need to consider various factors, such as:

• Your hiring goals and criteria
• Your ideal candidate persona
• Your budget and resources
• Your industry and market
• Your competitors and challenges

You also need to test and measure the results and impact of your sourcing strategies, such as:

• The number of candidates sourced
• The quality of candidates sourced
• The response rate of candidates sourced
• The conversion rate of candidates sourced
• The time-to-hire and cost-per-hire of candidates sourced

Based on these factors and metrics, you can evaluate and optimize your sourcing strategies to achieve the best outcomes for your company.