What is recruitment sourcing ?

What is recruitment sourcing ?

When carried out by the Human Resources department, the recruitment process most often consists of placing an advertisement in the press, on the Internet, using a specialized firm or a recognized association such as Apec. Unlike the classic recruitment process, which focuses primarily on receiving and evaluating applications, recruitment sourcing is a much more proactive approach, particularly well-suited to dealing with shortages of qualified candidates. Are you looking for a strategic position in a fast-changing sector? Discover our Master in Human Resources and Change Management to access high-level management positions in Human Resources.

What is recruitment sourcing ?

Recruitment sourcing is the process of actively seeking out and selecting potential candidates for a given position. Unlike the passive approach where recruiters wait for applications, sourcing involves finding hidden talent that may not be visible through traditional recruitment channels.

Recruitment sourcing has several advantages for companies :

• Sourcing enables us to find qualified candidates who are not actively applying for jobs. These hidden talents can bring valuable skills and experience to a company.
• By adopting a proactive approach, sourcing saves time by identifying potential candidates even before positions become available. This creates a pool of talent ready to be hired when opportunities arise.
• Sourcing enables us to precisely identify candidates with the skills and experience we're looking for. Recruiters can then target the profiles that best match the company's specific needs.
• Sourcing often involves establishing long-term relationships with potential candidates. Even if they are not ready to apply immediately, these candidates can be kept on the company's radar for future employment opportunities.
• A proactive, targeted approach to recruitment sends a positive message to potential candidates. This can reinforce the company's image as a caring and innovative employer.

What are the sourcing methods ?

Professional social networks, such as LinkedIn, are as precise as they are powerful. They enable recruiters to find profiles matching their search criteria using keywords, specific skills or location filters. Advanced search functions enable you to target specific candidates based on their experience, sector of activity and professional interests.

Professional databases are brimming with information on candidates' profiles. Sites such as Monster, Indeed or CareerBuilder offer search engines for finding CVs matching specific criteria.

Recruitment events, such as trade shows, job fairs and conferences, offer recruiters the opportunity to meet potential candidates directly. These "job datings" enable direct relationships to be established, and candidates' skills to be assessed in a relaxed atmosphere. Recruiters can also collect CVs and contact information to add to their talent pool.

Referral sourcing is an effective way of finding quality candidates. By encouraging company employees to recommend potential candidates, you can benefit from their professional network and knowledge of talent. Referral programs, where existing employees sponsor new candidates, can also be set up to encourage referrals and offer benefits to employees who actively participate in sourcing.

Job aggregators, such as Indeed, SimplyHired or Glassdoor, bring together job offers from various sites and make them accessible in one place. Recruiters can use these platforms to search for candidates applying for similar positions. In addition, there are specialized sites for different fields of activity or specific profiles, where recruiters can find qualified candidates matching their needs.

What is the main purpose of sourcing ?

The main aim of recruitment sourcing is to find as many qualified candidates as possible for specific positions, in order to recruit the best profiles. In this way, recruitment sourcing helps to improve the quality of recruitment. By identifying qualified candidates and assessing their skills and cultural fit early on in the recruitment process, recruiters can make more informed decisions. This reduces the risk of hiring unsuitable or under-performing candidates. By recruiting quality talent, companies can strengthen their teams, increase productivity and foster long-term growth.

Sourcing is particularly essential in sectors under pressure, where it is difficult to recruit qualified candidates and competition between employers is heightened. In such cases, it is essential to be able to move away from traditional recruitment channels and explore new avenues. Recruitment sourcing enables us to identify alternative search channels and reach candidates who would not otherwise be reached, for example by participating in specialized recruitment events, trade fairs or conferences in the sector concerned. By broadening their recruitment channels, recruiters increase their chances of finding qualified, motivated candidates.

6 steps to recruitment sourcing ?

Step 1: Analyze recruitment needs

The first step in recruitment sourcing is to analyze the company's specific needs, and thus identify the skills, qualifications and experience required for each vacancy. This analysis enables you to target your search and define clear criteria for finding the most relevant candidates.

Step 2: Identify search channels

Once the recruitment needs have been identified, the recruiter needs to identify the appropriate search channels. These may include professional social networks, specialized job sites, professional databases, recruitment events, referrals and other sources.

Step 3: Actively seek out candidates

This stage is at the heart of recruitment sourcing. Once you've identified the appropriate channels for actively searching for candidates, you use keywords, filters and specific criteria to refine your search. The recruiter must scan profiles, examine the skills and experience of potential candidates, and assess their suitability for the positions to be filled.

Step 4: Evaluating candidates

Once potential candidates have been identified, the recruiter needs to carry out a preliminary assessment to determine whether the profiles match the requirements and specifics of the position. He or she will carefully examine their skills, experience, achievements and qualifications.

Step 5: Engage potential candidates

The recruiter then contacts each target individually to present the opportunity to join the company, and discuss their interest and motivations. This approach creates a bond and reinforces candidates' interest in the company and its job opportunities.

Step 6: Maintain a talent pool

It's essential to build up a network of potential candidates, even among those who aren't ready to apply immediately. To do this, HR staff must continue to maintain relationships with them, sharing information about the company, keeping them informed about future opportunities and staying in regular contact.

Sourcing strategies

 Human Ressources can adopt different sourcing strategies to identify and attract the most qualified candidates. Each has its own advantages and can be adapted to suit the company's specific needs.

Strategy 1: Passive sourcing

Passive sourcing involves seeking out candidates who are not actively looking for a job. These candidates may already hold a position, but may be open to new opportunities. Recruiters use methods such as searching social networks, attending professional events and networking to identify these passive talents. This strategy broadens the talent pool and attracts qualified candidates who may not be visible through traditional recruitment channels.

Strategy 2: Active sourcing

Active sourcing involves finding candidates who are actively looking for a job. Recruiters use job boards, professional databases and job aggregators to find candidates who meet the specific criteria of the position to be filled. This strategy makes it possible to quickly identify qualified candidates interested in immediate job opportunities.

Strategy 3: Professional social networks

Professional social networks, such as LinkedIn, are powerful tools for recruitment sourcing. Recruiters can use these platforms to search for candidate profiles based on keywords, skills, experience and other specific criteria. Advanced search functions can be used to refine results and find highly qualified candidates. In addition, professional social networks offer the opportunity to contact candidates directly and establish professional relationships.

Strategy 4: Employee referral programs

Employee referral programs are an effective recruitment sourcing strategy. Employees can be encouraged to refer qualified candidates from their professional network to the company. This provides access to trusted, high-quality candidates. Setting up incentives and rewards for employees who successfully recommend candidates can also help to encourage participation and strengthen employee commitment to the sourcing process.

Strategy 5: Recruitment events

Recruitment events, such as trade shows, job fairs and conferences, offer a unique opportunity to meet candidates face-to-face. Recruiters can make direct contact with potential candidates, assess their skills and experience, and present their company's employment opportunities. This sourcing strategy establishes personal relationships and creates a positive impression with candidates.

Strategy 6: Partnerships and alliances

Recruitment sourcing can also be facilitated by partnerships and alliances with educational institutions, professional associations or other companies in the same sector. These partnerships can provide privileged access to qualified candidates and offer targeted recruitment opportunities. They also make it possible to establish lasting relationships with these organizations and benefit from their resources and expertise in recruitment.

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