Recruitment is a key responsibility for many managers and leaders. Finding the right person for a role is crucial for ensuring organizational productivity. A pivotal part of the recruitment process is sourcing, which aims to create a pool of suitable candidates who meet the role’s criteria. This article outlines various methods for sourcing candidates and how to choose the right method based on the role.
What Is Sourcing?
Recruitment consists of two main stages: sourcing and selection. Sourcing is the process of attracting candidates, while selection involves interviewing and offering the position. Once approval is granted to fill a vacancy, the company begins sourcing to make the role known to as many qualified people as possible.
Sourcing Considerations
Before selecting a sourcing method, define your target candidate. Are they local, at university, or industry specialists? Consider time constraints (when the vacancy needs to be filled) and costs (advertising or consultancy fees). Also, evaluate competition within the labor market, as other organizations might be more appealing to candidates, requiring you to be creative in attracting talent.
Sourcing Methods
Here are some of the main methods used to source candidates:
1. Traditional Advertising
Advertising in the press can effectively source candidates:
- Newspapers: National and local papers have weekly appointments sections. Choose publications that reach your target audience.
- Specialist Publications: Trade journals are effective for targeting specific industries, though they may have slower publication cycles.
- Internal Organizational Publications: Recruiting internally via intranets or corporate magazines is cost-effective but may limit the pool of candidates.
2. Professional Recruiters/Consultants
Hiring a consultant can be time- and cost-efficient:
- Recruitment Agencies: These agencies typically handle junior roles and administrative positions. They charge a fee, usually based on a percentage of the candidate’s salary.
- Selection Consultants: These consultants source and select candidates for senior or specialized roles and often advertise vacancies on behalf of clients.
- Headhunters: For senior positions, headhunters use research techniques to find and directly approach candidates, often for very specialized roles.
3. Internet
The internet is becoming the preferred method for many organizations:
- Recruitment Websites: Posting vacancies on sites like Monster or your company’s website allows for quick access to many potential candidates. However, these platforms may require subscriptions, and the process beyond receiving CVs is typically handled internally.
4. Recruitment Fairs
Career fairs provide an opportunity for employers to meet candidates face-to-face:
- These are commonly used for graduate recruitment but are also useful in certain specialist industries like finance and technology.
5. Networking
Using personal and professional networks can be an effective way to reach candidates who aren’t actively job-seeking. Networking works best when combined with other sourcing methods.
6. Open Days
Many organizations hold open days to allow candidates to visit their offices and learn about their work environment and culture. This method is especially useful when trying to fill a large number of roles quickly.
7. Employee Recommendations
Employee referrals can be a valuable source of candidates. Often, the referring employee will help guide the candidate in their new role, and many companies offer financial incentives for successful referrals.
Conclusion
Each method of sourcing candidates has its benefits and challenges. Depending on the role, timing, and budget, a combination of these methods can increase the chances of finding the right fit for your organization.
