With the increasing lack of skilled and talented workers, HR managers are no longer have the liberty to pick and choose a top-rated choice of resources from a talent pool. The job market of the present day is owned by tech-savvy and talented job seekers. Because of this, it is becoming increasingly difficult for the hirers to fill the vacancies quickly. Employers are also being compelled to rethink their recruitment strategies as they can no longer sit back and wait for application from job seekers to come in.
Active Sourcing – an overview
The term, “active sourcing” includes all the recruitment steps taken to connect with and convince desired candidates of the value of a job offer. Active search recruitment helps in creating a pool of highly qualified, pre-screened candidates which, in turn, makes it much easier to fill vacancies quickly when openings are created. Active sourcing thus essentially means identifying, attracting, and engaging top industry talent to build a talent pipeline ahead of time.
Regardless of the employment status of a candidate, whether studying or passive, employers are making contacts and maintaining skilled candidates in their talent pools for filling future openings. This requires recruiters to build relationships and maintain ties with potential employees at job fairs, HR seminars, university programs, and networking events. The talent pool can then be nurtured and tapped when vacancies arise. Social networking is also becoming a preferred option for modern day recruiters. With billions of active users, social platforms like Facebook, LinkedIn, Twitter, and XING offer a perfect platform to recruiters for connecting and communicating the active candidates.
Following are the signs your recruitment approach is active:
- After posting vacancies on job boards and social channels you did not have to wait for the applications to flow in.
- You have received relevant profiles hours with ease.
- You are able to build your talent pipeline as a result of devoting adequate time to active sourcing.
- You will not have to quit your social media job messages due to the lack of responses.
- You are able to place all the interested candidates in adequate positions.
On the contrary, with a passive recruitment strategy, you will never be able to hit your hiring goals. While you will always be hiring the best candidates out of those who saw your job ads, you may not be hiring the best talent available on the market.
However, active sourcing requires recruiters to nurture and foster their talent pipeline. This reduces the time-to-hire by 50%. Active recruitment is a progressive and proactive recruiting approach that offers the following benefits:
- Active sourcing increases the interview success rate by 7 times since recruiters have already developed a meaningful relationship with potential employees.
- While active sourcing does require that extra effort initially, it eventually pays off by lowering your cost per hire by 10 to 15 percent and increases your recruitment ROI significantly.
- Active sourcing minimizes the disruption in business operations created by unexpected vacancies and helps avoid revenue loss caused by declines in work quality and customer service.
- Building purposive relationships with potential employees in advance helps in filling roles faster.
How to Implement the Strategy of Active Sourcing
If you do not have active sourcing in recruitment and want to implement one in your organization, then you will have to review your recruitment process and include the steps as suggested below:
Reconsider the role of the recruiter
As a recruiter, you must know that not all skilled candidates want to work for a job or remuneration. Most of them want to work for an organization which offers them a great working environment with a positive culture, and a vision that aligns with their goals of personal development. So as a recruiter if you are actively sourcing candidates you must convey your potential candidates what is in store for them after they join your organization. There are various ways of doing this like by being active on social media platforms or being creative with the job postings. You can also tap the social networks of talented resources within the company.
Abandon age-old processes
Abandon all the manual, tedious, and time-consuming recruitment tasks of your recruitment procedure. Instead, they should be automated so that recruiters can stay focused on more important things like building relationships with resources or engage potential employees by maintaining communication with them consistently. One can also think of deploying HR tech like an applicant tracking system which has the capability of streamlining every step of the recruitment process.
Redefine the standard of Performance
In order to implement active sourcing also the recruiters must shift their focus from the number of applications received and the number of interviews conducted. Instead, a recruiter should focus more on increasing the quantity and quality of the talent pool. So if you want to sustain your talent pool so that it might be able to bring you sustainable success in your recruiting procedure, then using automation to your advantage can be a good solution.
Active Sourcing Is an Advance Recruiting Method
Active sourcing relies on the fact that in order to score enough talented candidates and to make good hiring decision companies need to reconsider their recruiting strategies. Hence “active sourcing” describes especially those recruiting concepts who work to appeal and engage skilled candidates in a talent pool much before they submit their application to the recruiter. For those companies who are active in the current labor market owing to their early foundation dates and long-term maintenance with the potential candidates, can play quite a decisive role in hiring. So as a recruiter if you do not take steps well ahead of time and present yourself to your desired candidates and convince them the value of your offer, then they will obviously accept offers from companies who are of the same stature or better than you. So to sum up this means that recruiters who do not switch to the strategy of active sourcing and rather rely solely on the received applications, they will sooner or later only left with candidates who are yet to receive any job offers from the competitors with active sourcing.
Furthermore, active sourcing also refers to building up and retain a talent pool from which they can make their recruitment whenever necessary. All the suitable candidates like interns, contacts at recruiting fairs, participants in events, professionals from other companies, etc with whom the company makes an association over a period of time should be listed in the organization’s talent pool. This can be of tremendous help for the recruiters as they will no longer need to scrutinize applications and conduct the assessments in details, rather they can become much more active than earlier. Recruiters can rather adapt active sourcing and be primarily responsible for cultivating a more humanitarian relationship with the selected candidates.
From the perspective of the company’s hiring talent pools represent the basis for projectable active sourcing. Talent pools link in well with existing HR marketing measures. Candidates should ideally be drawn directly from HR marketing activities and invited to suitable talent pools, where they can potentially be won for the company. Active talent pool management also has the key benefit that the candidate can be a member of a talent pool even during ‘inactive’ periods where they are not actively seeking work and thus wouldn’t be submitting applications. This leaves the door open for that same candidate to be acquired at a later date by the company.
Active Sourcing means key organizational changes
All of this means that reactive recruiting needs to become active recruiting. Even those who would describe active sourcing as just another trend must, at the very least, accept that their own existing, primarily reactive recruiting organization requires serious reconsideration. To implement active sourcing consistently within the company, changes are required in at least three areas.
The first is a redefinition of the role of the recruiter. In particular talent pool management skills are not typically a focus for recruiters. They are, however, essential for an active sourcer who needs to identify suitable candidates and awaken medium to a long-term interest in the candidate for the company.
Second, established processes must be broken up and in some areas completely reversed. The work of the recruiting department must be much more oriented toward the establishment and maintenance of contacts and much less toward processing received applications and conducting interviews. This also means that new software is required, especially for administering talent pools and communicating with its members.
Finally, the performance benchmarks must be redefined: The emphasis is removed from how many applications a position receives and how many persons are invited to interviews. The much more important question centers on the size and quality of the talent pool and the measures to keep these pools thriving and vital in the long run.