How do you find the people you need for your business? All companies need a successful sourcing strategy so that they can identify the right talent at the right time, bring them in and keep them.
Yet, your sourcing strategy shouldn’t be set in stone. You need to adapt and refine your approach so that you learn lessons from the past and take advantage of new technology and processes that can help you adapt for the future.
If you’re yet to create a sourcing strategy check out this blog for the five key steps you need to take to start from scratch or read on to see how to improve yours and move on to the next level.
Look back in order to look forward
By now you should have nailed down a basic strategy and you should have worked out any kinks you may have had. You can now look at data to see what’s working and to analyse the areas which need development. This could, for example, involve analysing the language you’re using when you’re selling the role to ensure you’re staying true to your brand and culture and attracting people who know what makes you tick. Or, this could be researching the keywords and phrases that potential candidates are using when they search for specific roles online so you can get your adverts in front of the right people.
Look at the long view too. How did your new recruits perform, how long did the stay and what value did they bring to your business. It might be that you could tweak your sourcing slightly to find people who will stick around for longer or bring more value to your company. The modern workplace can tap into a lot of data and it’s important to use this to help improve your sourcing.
Grow with age
You might well need to alter your sourcing strategy once your business matures. Ask yourself whether you’re looking in the right places – you might now need to look for specialists, for example – or whether your needs are still the same as they once were. That’s especially true if you’ve grown to a bigger scale and have more complex recruitment requirements.
To be successful at sourcing and recruiting you need to be seen. A great way to do this is to tap into the benefits of social media. From your existing strategy, you should already be used to posting job opportunities on platforms and forums. If this process has ground to a halt, you’ll need to improve your connections online.
One way to do this is to have a longer term focus. If you’re active in your industry’s ‘community’ then you’ll make a name for yourself and be known by prospective candidates. Attending events, writing thought leadership posts, contributing to debates and discussions can all help with this.
If candidates can see that you’re proactive in these groups and an expert in your field, you may not need to work too hard when it comes to making that first communication with potential candidates.
Not only this, but the type of platform you use will have a dramatic impact on the type of candidates you’ll approach. Sites like Instagram, Twitter and LinkedIn are great but they are all very different and require a subtly different approach. You should do some research into the latest technology and the most up-to-date-platforms your industry is using, or what the preferred candidate is using. For example, designers, artists and creative types are flocking to Are.na and Behance.
Hone in on recruitment marketing
It’s all about personalisation when it comes to recruitment marketing. Adapt the way you reach out to candidates, by email or via social media to include these marketing basics.
To get an interaction you will need to create an intriguing opening sentence or subject line if you’re sending an email or composing an advert. You’ll want to draw the candidate in just as you would a customer buying your product or service. Make the candidate feel like you’re talking to just them but, you shouldn’t drag this out. Their time is precious so you’ll need to get straight to the point and have a clear call to action at the end. Your communication shouldn’t end there, you’ll want to touch base with potential candidates to keep up a rapport and encourage them to get back in contact. Again, like customers, make them feel wanted.
Share your knowledge
Once you’ve been operating for a while you’ll have the benefit of a team of employees that can be the eyes and ears of your company when it comes to sourcing new talent. Their contacts and connections can be extremely useful.
Make sure your employees know which roles you’re looking for and maybe even offer an incentive if they can find a successful candidate for you. You can also create a knowledge bank with tools that the whole business can access if they are taking the lead to recruit for their team.
Adapt these advanced sourcing strategy tips to your business to ensure you’re reaching the goals of your company.
Here are some key takeaways:
- Identify your sourcing challenges and use data to improve processes.
- Share your knowledge company wide so everyone stays on brand and can help with recruitment.
- Ensure you’re searching on the right platforms for your industry.
- Personalise your emails and communication to make the potential candidate feel valued. Treat them like a customer.
- Invest in tools to help better target and communicate with potential candidates.