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Recruiting strategy

Smart sourcing strategies for 2024

Best talent acquisition sourcing strategies to perform in 2024 and get the top of the basket

18/6/2024
5min

Table of contents

In 2024, recruiters' main aim is to find the right talent. 💡

The strategy? Use a mix of smart sourcing techniques.

This is about making connections with top talent easily through both new and old methods.

This article will boost your talent acquisition efforts, showing you effective ways to attract and hire the best.

In short, we took the best of what’s done on the market and give it to you! 🎁

What is talent sourcing? 🕵️

Talent sourcing is actively looking for, engaging with, and drawing in potential candidates for jobs you'll need to fill later. 💼

It's a key part of a strong recruitment strategy, helping to build a pool of talent ready for future roles.

This approach is especially good at finding passive candidates - people who aren't looking for a new job but are a great fit for your company.

Getting talent sourcing right can significantly improve the quality of your hires and help your company grow. 📈

What is a good sourcing process? 📋

Create a candidate persona 👤

The first important step in a good talent acquisition sourcing strategy is to create a candidate persona.

This means outlining the ideal candidate for a role, focusing on the skills, experiences, and traits they need.

Doing this makes sure you start the recruitment process right and aligns your talent sourcing with your company's goals, raising your chances of finding the perfect candidate. 🎯

Source candidates based on your persona 🔍

Once you have your candidate persona, it's time to find them using the right tools. Here are 3 ways:

LinkedIn Talent Solutions

It stands out as the reference sourcing tool, harnessing LinkedIn's vast network to bridge the gap between recruiters and professionals globally. 🌐

Key features:

  • Refined search capabilities and Boolean logic for targeted candidate discovery 🔎
  • Direct candidate outreach via InMail messages ✉️
Growth Tools

Growth tools like PhantomBuster and Walaxy automate finding and contacting potential leads, a method popular with marketers and sales teams. While these tools make the search and outreach process faster, they're not originally made for recruiting. 🚀

Key features:

  • Data Scraping: Extracts information from various web sources to build a comprehensive list of potential candidates. 📊
  • Multi-Channel Messaging: Allows sending personalized messages across different platforms to engage with prospects effectively. 📢
  • Automation of Repetitive Tasks: Streamlines tasks like following up on leads and scheduling meetings, making the recruitment process more efficient. ⏱️
Kalent AI

Kalent offers a fast, effective way to connect with over 50 million profiles. Just upload your job description, and Kalent AI picks the best profiles based on more than 30 filters, seamlessly integrating with your ATS. 🤖

Key features:

  • AI Candidate Matching: Highly-qualified profiles in just a few clicks & AI matching (no need to get lost in dozens of applications) 🎉
  • Massive Talent Database: Access to over 50 million professional profiles for a wide-ranging talent search. 📚
  • Advanced Filtering: Utilizes more than 30 filters to precisely match job descriptions with candidate profiles. 🎚️
  • ATS Integration: Offers a seamless connection with your favorite ATS 🔄
  • User-Friendly Interface: Designed with recruiters in mind, an intuitive, easy-to-use platform 🖥️

Kalent tip: add to your ATS and your pipeline, keep it up to date 📝

Keeping your ATS and talent pipeline updated is key for quick action on new opportunities and maintaining connections with potential candidates.

It ensures your candidate pool is vibrant and ready whenever the right role comes up, making for a smooth recruitment process. 💫

Smart Strategies for Candidate Sourcing 🧐

Identify and focus on the top-talent sources 🎯

Identify the best sources of talent by considering:

  • Previous success : Think about where you've found great candidates before. This could be job boards, social media, or industry forums.
  • Application Conversion: Notice which channels not only attract candidates but also lead to completed applications.
  • Job Boards vs. Niche Sites: Decide whether general job boards or specialized sites work better for your roles.
  • Employee Referrals: Look at how often referrals lead to successful hires, as these candidates often fit well with your company culture.

Proactively source for future roles, not just current openings. 🌱

Don't wait for candidates to come to you.

Transform your recruitment strategy from reactive to proactive by actively seeking out talent for future roles, not just for immediate vacancies. This approach is about tapping into the vast pool of passive candidates—talented professionals who aren't actively searching for a new job but could be the perfect fit for your organization in the long run.

Expand your search beyond the confines of job postings by leveraging professional networking platforms such as LinkedIn and career insight forums like Glassdoor. These sites are goldmines for discovering candidates who may not even be considering a change, giving you the upper hand in initiating conversations that could lead them to consider opportunities within your company.

However, it's crucial to remember that the digital footprints of passive candidates might not be as up-to-date as those actively job hunting. This calls for a diligent verification process to ensure their skills, experiences, and career aspirations align with the roles you're looking to fill in the future. Engaging with these candidates now fosters a relationship, making them more receptive to potential opportunities down the line.

Crafting engaging outreach messages ✍️

Getting the right candidates' attention is crucial, but it’s all for naught if they don’t engage. Effective communication is the linchpin of your talent sourcing efforts.

Consider your outreach efforts as a key service you’re offering to potential hires. It's about flipping the script from a company-first to a candidate-first approach. Focus on what the candidate is looking for in their next role, aligning your message more with their career aspirations than solely the needs of the organization.

Key strategies include:

  • Use a compelling subject line that piques curiosity, encouraging the candidate to delve deeper.
  • Inject personal touches into every message, tailoring the content to reflect the recipient's unique background and achievements.
  • Provide a snapshot of the role and how your company stands out.
  • Highlight how the candidate's specific skills could make a difference in your team.

Understanding your target audience is key. Different sectors value different things; for example, while many in sales might be drawn to roles involving compelling products, healthcare professionals often prioritize company culture. Tailoring your message to reflect these preferences can significantly improve your engagement rates.

Lastly, leverage feedback from recent hires on your messaging effectiveness. This insight can guide you to refine your approach, testing various strategies to see what resonates best and enhances response rates.

Optimize your process with the most suitable recruiting tools. 🛠️

Recruiting can be overwhelming with the sheer volume of applications and the need to track candidates. Kalent is here to change that, offering a platform that makes the whole process easier:

  • Quickly find the best profiles.
  • Use AI to avoid sifting through countless applications.
  • Enjoy a platform that's easy for recruiters to use.
  • Have all you need in one place: sourcing, contacting, organizing, and enriching candidate info.

Kalent makes recruiting as smooth and straightforward as possible, streamlining your process and helping you find the best talent. 🏅

This is what effortless candidate sourcing
looks like in 2024

Meet Kalent, your new HR AI favorite tool helping you source the right candidates in no time.

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