5 Steps for Sourcing Web-Skilled Candidates with Recruiting Analytics

Sourcing Web-Skilled Candidates with Recruiting Analytics

Proper sourcing is one thing that you need to consider when you jump into a talent hunt or want to reach out to some potential prospects to hire; for it helps you to sort the best among them. But how are you going to tackle such a situation when candidates seem to pour into your inbox from seemingly everywhere, thus overloading your recruiting process with useless information?

Well, in basic terms: You need to be clean, simple, and calm in your approach while sourcing. So how to do so? Here are five simple steps that can help you effectively process profiles for interviews:

Try to Asses Your Available Pool of Profiles

When you source candidates, the first step you need to take is to find out where most of your potential candidates actually congregate.

The things is, candidates are aware that a good chunk of their possible employers cannot (and will not) grant them an interview if they cannot find them online. So, if someone wants to take up a job at your company, they will most likely have an active social media account.

You must hence use all the recruiting analytics tools available to you to collect the potential candidates’ social media data that is available publicly. With the use of sourcing software, you can then access the data of any candidate, their job history, skills, and other information. And once you collect these data, the recruiting analytics will give you a much better idea of what you can expect from the available resource pool.

 You Can Create Candidate Profiles

The data you have now would not illuminate much unless you take some action. In order to get the most data, you need to create internal profiles for each candidate and evaluate the talent based on the criteria, cultural fit, and personality of the candidate.

A candidate with the minimum qualification and poor performance levels is not a person you want to hire. Make a note of various aspects – both good and bad – in your system, and save yours and the hiring team’s time when evaluating candidates in the next hiring cycle. You can also create profiles for potential candidates who just barely make the cut, and set the roots for the talent pipeline. This way when the next round of hiring takes place, you can consider or reject the next level of candidates based on their performance in the previous cycle.

 Integrate your Company Information

With all potential candidates sorted into “suitable” and “not-suitable” categories, or any other set of categories you have created, it is now time to gather and compile data based on your company’s requirements. Create job descriptions and descriptions of required skill-sets for every possible job opening at your company. Then, you will be able to match the information with your job and data sets, subsequently enabling you to sort out candidates into the various openings available, based on their skill-sets and qualifications. This way, you can hire talent much faster.

 Take Them to ATS

If you find too many candidates with skill-sets that fit the job, then filter the candidates based on whether or not they fit into the desired qualification level you are posting. You can choose an applicant tracking system for this purpose. Since, technology moves quite swiftly in advancements, and the line between ATS and sourcing software is blurring. Thus, integrating both of them seems to be an obvious choice. And, if you want to cull down the crowded talent pool, sourcing could be the first line of defense, followed by the EATS’s ability to reduce the talent pool by 75%. With sourcing, you can also make sure that the candidates with the same name are not accidentally ignored, and the ATS will help to decide if any of them is qualified.

So, when you let one flow easily into the other, both become more effective.

Get into the Conversation

The sourcing candidates can help reveal a number of things: their employment history, their resume, as well as their skill-sets. It also provides the most important piece of information in the recruitment process: their contact information.

This counts for more than just getting an email address. And you need to encourage them to click and apply. And to do so, you will need to build a relationship with the candidates. This will also help you find better talent the next time you have to hire. In fact, you must build or set up regular venues of contact with candidates who do not make the cut initially; for this might make sourcing candidates easier the next time.

Let us add to our sourcing knowledge with these five ideas, and take them ahead so that finding new candidates becomes much easier.



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