Sourcing for the Shortage:
The Ultimate Guide to Candidate Sourcing


64% of staffing firms rank the skills shortage as a top challenge for 2018. Are you sourcing effectively?

Read on to see how you can become a sourcing superstar.

3 Reasons Candidate Sourcing Matters

Skilled Candidates Are Hard to Find

In our 2018 North American Staffing and Recruiting Trends Report, sixty-four percent of recruitment pros listed it as one of their top three challenges. Candidates are every firm’s greatest and most elusive asset, it only makes sense that finding and engaging them should be a top priority for your firm.

Business is Booming

Candidates aren’t just in demand because of the talent shortage. Staffing firms are also seeing an increased demand for their services. Seventy percent of staffing pros expect hiring needs to increase. With hiring needs on the rise and an increasingly competitive market for staffing firms, expect the effects of the talent shortage to be magnified.

Everyone Else Is Doing It

If there is a limited pool of candidates, and staffing firms are uniformly increasing efforts to identify top talent, the firms that don’t step up risk falling behind. In fact, staffing pros cited candidate acquisition as a top three priority, and more than 40 percent of respondents to our trends survey predicted an increase in operating budget and in tech investments, respectively.

Key Tips for Candidate Sourcing

  1. A/B Test Your Messages

    Are you personalizing general templates you send out to candidates? Try varying the messages you send. You can then review the response rates to discover if a certain tone or approach is more effective than others.

  2. Join Diversity-Oriented Groups

    LinkedIn is home to thousands of groups that champion many different kinds of diversity. But don’t simply use these groups as a list—join them. Candidates on LinkedIn are 31% more likely to recruiters who share a LinkedIn group in common.

  1. Don’t Get Hung Up on Salary

    Don’t focus solely on the monetary gap between a candidate’s current job and the new job opportunity. To increase a candidate’s interest, tell them that the definition of a career move is a minimum 30 percent non-monetary increase.

  2. Always be Engaging

    Never miss an opportunity to have a meaningful interaction with a candidate. This could mean wishing them good luck on a new role, or simply saying happy birthday. Staffing firms that consistently engage with candidates are 13 percent more likely to report their existing database as their top source of placements.

  1. Stay In Touch

    For your specific candidates, it’s important to have a quarterly outreach. Stay in contact with placed candidates and keep track of how they’re doing at their companies. If they seem to be unhappy and looking to leave their jobs, you’ll be among the first to know.

  2. Be Social

    Don’t shy away from growing your network. Connect and build relationships with candidates. Attend professional meet-up groups that would be interesting to your target candidates. People are far more likely to respond to you if you’ve built a relationship with them.

Spotlight on Social Sourcing:
How to Source on Social Media

How to Use Each Social Network For Sourcing

The modern-day equivalent of the traditional resume LinkedIn is, of course, the ideal place to begin researching and building a picture of potential candidates’ career experience and education. Pay particular attention to endorsements, recommendations, and non-work-related elements.

Popular image-sharing app Instagram is a great platform with which to further develop the profile of your potential candidate. Personal and highly social, Instagram can often showcase the more creative leanings and cultural interests of job seekers, with a series of image-based posts creating a visual blog or ‘life diary’.

How to Use Each Social Network For Sourcing

It’s surprising how much you can learn in a mere 140 characters, as online networking site Twitter confirms. With its real-time, trend-focused approach, tweets can reveal a whole lot about a candidate’s areas of interest – for example, whether their tweets fall more into the ‘celeb gossip’ basket or the ‘political commentary’ box.

Instagram

Popular image-sharing app Instagram is a great platform with which to further develop the profile of your potential candidate. Personal and highly social, Instagram can often showcase the more creative leanings and cultural interests of job seekers, with a series of image-based posts creating a visual blog or ‘life diary’.
Putting the ‘social’ firmly into social media, Facebook can be used to dig deeper into a candidate’s personal interests. Recruiters can develop a more well-rounded view of who the person in question is outside of their 9-5 by looking out for hobbies and extracurricular activities.

LinkedIn

The modern-day equivalent of the traditional resume LinkedIn is, of course, the ideal place to begin researching and building a picture of potential candidates’ career experience and education. Pay particular attention to endorsements, recommendations, and non-work-related elements.

Top 5 Free Sourcing Tools

1

Move beyond basic keywords to the ones that get you results

2

Try natural language search

  • In order to find the candidates you want, you have to be able to understand the way they talk on the Internet when they describe themselves
  • Using phrasing that contains pronouns and action words (“I configured X,” “I delivered presentations to clinical,” etc.) will point you in the direction of relevant resumes and profiles
3

Use both explicit and implicit search

  • By treating LinkedIn like a resume database, you can find profiles that most recruiters will miss
  • By selectively eliminating key words, you will come across candidates that fit your search but may have neglected to include those key words in their self-descriptions
  • This can also work when searching by company name, because some candidates will use abbreviations of company names instead of the company’s full name
4

Optimize your diversity search

  • While not every candidate promotes his or her diversity online, searches for “natural language” phrases relating to ethnicities and languages can be useful for your recruiters
  • You can also search for diverse fraternities or sororities, universities, and professional associations
  • When searching for female candidates, remember that you can use words like “her” and “she,” or even input popular female names into the “first name” field
5

Find relevant communities and their members by using special search engine commands

  • You can search many technical and other communities to find information about individual talent
  • Some sites are best searched by using website-specific native search, like GitHub and Meetup
  • Sites like Stack Overflow, however, can be more effectively searched by using Google.com site specific searches (“site:”)

How to Source for Your Industry

Tips to Find and Place Candidates in Finance
Tips to Find and Place Candidates in Industrial, Manufacturing, and Skilled Trades
Tips to Find and Place Candidates in Business Roles
Tips to Find and Place Candidates in Tech
Tips to Find and Place Healthcare Providers

How can Bullhorn Help?

Fill Your Database with Qualified Candidates

Job Board Data Capture

Forget copy and paste.

Easily capture candidate information from job boards and immediately add it into Bullhorn. Using Bullhorn Sidebar’s Google Chrome extension, you’ll have the option to update or add candidates without leaving the job board.

Resume Parsing

Save Time & Reduce Errors.

Increase your efficiency and reduce clicks by leveraging Bullhorn’s parsing engine to extract information – no matter where you find it –to pre-populate fields on Bullhorn candidate, contact, and job records.

Career Portal Applications

Increase Web Responses.

Post jobs to your website and make it easy for job seekers to find and apply to your open positions.

Surface the Best Candidates for Each Job

Advanced Search

 

With Bullhorn’s “fast find” search bar, Boolean logic, advanced keyword search, and prioritization of results based on relevance and recency, you can build a qualified shortlist of candidates in no time at all.

LinkedIn Recruiter Integration

This integration streamlines a recruiter’s workflow, reduces clicks, and provides continuously up-to-date information on all of your candidates.

Source More Qualified Candidates with Bullhorn

“Bullhorn is our lifeline to initially sourcing candidates. If you can’t rapidly pick up a list of candidates, you need a different software solution. We couldn’t run our business effectively without Bullhorn.”


Josh Albucker 
SVP of Healthcare Recruitment
Pride Healthcare

 

Interested in learning how Bullhorn can help you source more qualified candidates? Complete the form below to speak with our sales team.

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