Even though the US unemployment figures stand at 8.3% for January 2012, qualified job seekers are in high demand. Companies often use online platforms like job boards and employee and candidate referral programs to find active job seeker candidates.
Sourcing offers an opportunity to search out qualified candidates before they become active job seekers and begin posting their resume or searching job openings on career and job boards. There are two different types of sourcing for recruiting and recruitment purposes.
- Phone Sourcing. This means using the telephone as the primary means of locating passive talent either cold calling directly into the company or asking for referral sources with the telephone. This involves uncovering candidate information through asking questions and internal phone transfers. Recruiters that phone source are commonly called “phone sourcers,” “phone name generator,” or “telephone names sourcer.”
- Internet Sourcing. This means using the internet as the primary means of locating passive talent through search using technology and the internet. Internet sourcing can involve using social networking platforms like Twitter or Google + , online communities, directories, and databases, forums, Boolean search techniques, and job posting to locate prospective employees. Recruiters that are internet sourcers are commonly referred to as “internet name generator” or “internet researcher.”
Sourcing involves two different activities to develop a candidate pipeline. These are called Push and Pull. Push activities require a call of action and encourage a candidate to apply for jobs, leave comments, or job advertisements. These are similar to direct marketing activities. Pull activities are those that drive candidates on their own similar to organic internet search and are accomplished through referrals, word of mouth, or recommendations. Brochures, blog posts, and event sponsors are types of pull activities.
Sourcing using multiple means and channels offers up an opportunity to increase candidate quality while also increasing candidate diversity within your requisition, talent community, or organization. How are you using sourcing to find and driving qualified candidates to your current job requisitions?
Jessica Miller-Merrell, SPHR is a HR consultant, new media strategist, and author who writes at Blogging4Jobs. Jessica is the host of Job Search Secrets, an internet television show for job seekers.
Photo Credit: DLPerkinsCapital