Sourcing

Sourcing is a crucial component of talent acquisition, aimed at proactively identifying and engaging qualified candidates for a role, rather than relying solely on applicants to approach.

It involves strategically seeking out both active job seekers and passive candidates—those not actively looking but open to new opportunities.

Effective sourcing ensures that the hiring funnel is filled with suitable candidates, especially for roles that require specialised skills or experience.

Types of Sourcing in HR

Sourcing can be broadly categorised into three types:

• Passive sourcing: This involves targeting individuals who are not actively seeking a new role. The objective is to introduce them to an opportunity they might not have considered but could be a good fit.
• Active sourcing: This focuses on candidates actively seeking employment. It involves engaging with individuals who are already in the market for a new job.
• Direct sourcing: This approach is highly targeted, involving the identification and direct recruitment of a specific candidate without the use of third-party agencies or platforms.

Key Differences Between Sourcing and Recruiting

Sourcing is about finding and attracting the right candidates, while recruiting involves managing the relationship with candidates throughout the hiring process.

Recruiters handle the screening, interviewing, and final selection, whereas sourcers focus primarily on filling the top of the hiring funnel with potential candidates.

Importance of Sourcing

Sourcing plays an essential role in talent acquisition, especially for roles where the right candidates may not be actively seeking new employment or where the skill set required is rare. It allows businesses to:

• Stay competitive in the market for top talent
• Engage with highly skilled professionals before competitors do
• Build a robust pipeline of future candidates
• Reduce time-to-hire by maintaining an ongoing pool of qualified candidates

How to Create a Sourcing Plan

An effective sourcing plan ensures a steady flow of valuable candidates aligned with an organisation’s long-term needs. Here are the key steps:

• Align with HR strategy: Ensure the sourcing plan is in line with the overall HR strategy and business goals.
• Identify growth areas: Focus on departments or divisions that are expected to expand.
• Understand talent needs: Go beyond job descriptions and define key skills, experiences, and attributes that make up the ideal candidate.
• Locate talent: Identify industries, companies, or regions where the desired talent is likely to be found.
• Evaluate competitors: Understand how competitors are sourcing talent and find ways to gain an advantage.
• Choose methods: Determine which sourcing methods (e.g. employee referrals, social media, recruitment software) will be most effective.
• Track progress: Put benchmarks and measurements in place to assess the success of the strategy.

Creative Sourcing Strategies

While traditional sourcing strategies are essential, incorporating creative approaches can provide a competitive edge in attracting the right talent.

Some innovative methods include:

• Target recent hires: Reach out to individuals who have recently accepted a new role but may still be open to better opportunities.
• Utilise niche platforms: Use specialised platforms such as GitHub for tech talent or Pinterest for creative roles.
• Mine past candidates: Reconnect with strong candidates from previous recruitment cycles who were not hired but showed high potential.
• Network in person: Attend industry events or local meetups to engage with potential candidates face-to-face.

Conclusion

Sourcing, especially when approached strategically, provides companies with the opportunity to attract top talent ahead of the competition.

By creating an effective sourcing plan and blending traditional and creative strategies, organisations can ensure a steady pipeline of high-quality candidates.

Therefore, sourcing is not just about filling current vacancies—it is about positioning a company for future success by continuously identifying and engaging the best talent available.

Frequently Asked Questions (FAQ)

Q. How does sourcing differ from headhunting or executive search?

A. Sourcing focuses on identifying candidates for various roles, while headhunting targets senior or specialised professionals. Headhunting is more direct and often used for leadership positions, whereas sourcing can be for any level. Headhunters usually work for external agencies, while sourcers are often part of internal recruitment teams.

Q. What tools or software are commonly used for digital sourcing?

A. Digital sourcing involves platforms like LinkedIn, Naukri, and GitHub for finding candidates. Tools like LinkedIn Recruiter, Zoho Recruit, and Freshteam help recruiters manage outreach and candidate tracking. These platforms enable seamless connections, making sourcing faster and more effective.

Q. How can companies measure the effectiveness of their sourcing efforts?

A. Companies can track sourcing success through metrics like time-to-hire, candidate quality, and cost-per-hire. They should also assess the retention rate of sourced candidates and monitor candidate engagement levels during the hiring process to ensure long-term success.