*Find The Root Of Your Sourcing Problem*
So, you schedule time to train your sourcers, you show them great Boolean strings, X-ray strings, and share really cool Chrome extensions. Everyone says that they “get it” and then you release them into the world to become sourcing pros. A week later you run reports from your ATS, CRM, and social platforms to see how engagement looks as well as production and…. Nothing has changed? What happened?
Welcome to the world of leading sourcing teams. Don’t worry, many of us have been there. Don’t freak out, don’t complain, try not to cry, all will be OK. We just need to finesse your approach to implementing your sourcing strategy across the team. Grab your notepad, we’re about to deep dive into finding the “root” of your sourcing issues.
*write-up your sourcing strategy*
Perform A “Discovery”… What Is Present Day Like vs Where You Want To Be? Also, Start Building Out Your Sourcing Strategy
To fix your sourcing issues, you must first know what they are. Start at the beginning. Once a sourcer/recruiter gets a requisition to work on, how do they start locating candidates to submit for consideration? Are they diving straight into the ATS? Are they running a quick search through available “talent pools”? Are they posting the job across their own personal and corporately owned social platforms? This is important to understand because based on what you’re recruiting for and which tools are at your disposal, your method may be either slightly or greatly different than that of another organization.
- Identify the current sourcing process that your team is following (is there even a process?) What needs to be reviewed or outright changed?
- Understand what tools are available for use which could include not only platforms like LinkedIn, Dice, etc., but also internal talent pools, diversity and inclusion groups, as well as each recruiter’s personal network or talent pipeline.
- Create a Sourcing Funnel based on known metrics and market analytics. How many people need to be located, spoken with, forwarded to the hiring team, and then ultimately offered a position in order to meet your hiring initiatives? You can then get a daily and weekly productivity number to help create a structure, around which, your sourcers can gauge their own productivity and keep themselves on track for success.
- Start to build out your 1st, 2nd, and 3rd level sourcing tactics. Start with your easiest, readily available route to viable candidates and then add on more complex sourcing strategies after. Ask yourself, “Where can you locate and engage with niche talent that can fill your role the easiest?” After that, where is the next best place or what is the next best sourcer activity that would uncover talent to engage with? Allow your steps to get more difficult progressively. This way you can get your first slate in front of a hiring team quickly and by the time that slate is reviewed you can have a second slate available that took more time to compile if necessary.
*Leverage Social Media To Enhance Candidate Engagement And The Candidate Journey*
Ensure That Your Sourcing Team Is Also Cultivating And Staying Engaged With Potential Candidates Through Social Platforms
Obviously you should make sure that your team is closely following any outlined “Rules Of Engagement” or social media usage guidelines before setting them free in the realm of tweets and updates. Even though it might entail a certain level of trust and monitoring, social media should definitely be one of the main avenues of focus for your sourcing teams. The goal here isn’t to shoot out job descriptions all over the internet, it’s to consistently engage with potential candidates through social platforms that they, the candidates, are consistently utilizing.
According to a 2015 pewinternet.org article…
What the above snippet means is that a nice portion of the population is consistently using a smartphone to browse through online content. If that’s where 19% of the entire USA population is throughout each day, then why would you not focus on the content that they are viewing when considering your sourcing plan or strategy?
Check out this article on The 16 Social Media Apps Everyone Should Have from 2015
If I were developing a long-term social media plan for sourcing I would definitely utilize the following apps/platforms within my strategy:
- Facebook and Facebook Messenger
- Pinterest for sharing industry specific infographics and articles
- Instagram to share a more personalized image of who I am as a recruiter/sourcer so that candidates can “feel” like they have a connection with me outside of formal emails
- Snapchat… haven’t figured this one out yet, but look at this screenshot from snapchat.com
Obviously we aren’t concerned with those snapchatters that are below the legal working age, but I believe that there will probably be more and more uses for this app as its popularity continues to grow. We’re talking about a huge chunk of the Millennial population.
*Keep your eyes open for new apps and platforms to utilize. Just think, “Which apps and social media platforms are the candidates that I need using?” Then try to figure out a way to use those same platforms and apps for communicating and engaging with them.
*Find a way to track ROI on the methods used to source candidates*
Track ROI To Ensure That Your Strategies Are Working… That Means Use Source Codes Or Trackable Links
It is very important to use source codes within your CRM and ATS systems. You may have a team that can create different codes for each resource that you use for sourcing candidates or you may have an easily customizable platform that enables you to create those codes yourself (this all depends on your company’s platforms so you’ll need to research this).
If we look at this from a team level, then maybe you want your team to use a spreadsheet to track candidates that they are moving forward so that they can type in the source of the candidate and any notes regarding the candidate’s individual situation. This is more laborious but it will allow for a much clearer understanding of where your sourcers are having success as well as create a sense of accountability within the sourcing team, especially if you implement a weekly review of each spreadsheet. You will have to customize your approach based on how your company is set up. Just remember that if you can’t easily track where your successes are coming from, then you are potentially wasting time, energy and money that will most definitely affect productivity.
*Implement a plan that will enable and empower your team resulting in boosted confidence*
What’s Wrong With Being Confident?…. NOTHING!
At the end of the day, your goal is to empower your team so that they can not only locate talent, but consistently engage with and groom talent for future roles so that the process of sourcing the candidates in the future becomes easier. When a strategy is in place it gives structure to the entire sourcing process which gives sourcers a foundation to develop their talent pools and communities around.
Unfortunately, many teams wait until there’s a open requisition before attempting to find and engage talent. Even when they wait for the open job, they tend to wait for candidates to apply to the job through job boards or they dive into an ATS or CRM. These habits may work short-term, but eventually the team will funnel through all of the candidates that fit the desired skillset and then panic will set in as they find that no candidates matching the requirements can be found. Let’s nip it in the bud by developing our sourcing teams and finding the roots of the issues that they keep running into. By working from the ground up, we can prevent future sourcing shortages and overly long time-to-fill ratios.
This is just one way to get started with uncovering and fixing/repairing a sourcing strategy. I’m sure that there are many other variations out there so please don’t be afraid to borrow some of the methods listed here while supplementing others with your own.
Please reach out with your own tips and tricks, I’m always happy to hear how others address their sourcing dilemmas.