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How to Hire Top Talent: 7 Sourcing Strategies You May be Missing

The search for hidden talent
doesn't require a star-studded
panel of judges, just coordinated
processes and tactical knowledge.

Discovering the next singing superstar may seem easier than finding your next key employee. With all of the reality television talent shows that catapult unknown contestants into mega-stardom, you would think someone could develop a new and efficient way to recruit great hires. Meanwhile, you struggle to find reliable recruiting sources and wonder how to hire your next best-in-class professional.

Great Hires are Hard to Find

The most commonly cited source for quality hires is from employee referrals. Thoughtful, engaged employees eager to bring on more of the same can be a wonderful resource. But candidates can also be offered by below-average employees, especially if the organization pays for referrals.

Perhaps you've looked to passive candidates, those overachievers who are not actively seeking new employment but are open to attractive opportunities when they are presented.

Hiring from within the organization is another common practice. Promoting proven performers is faster, less expensive and can be a boost to employee morale.

And using external recruiters is another of the most-successful best hiring practices.

Of course, while all of these approaches have value, in today's competitive talent search great hires must also be sought out in innovative ways that are perhaps less-often considered.

How to Hire by Improving Sourcing Strategies

The talent pool for extraordinary hires is rapidly shrinking; and competition for these sought-after employees is stronger than ever. In order to strengthen your recruitment and retention and seek a better quality of hire, here are seven sourcing strategies you might want to consider:

  1. Review your current source of hire data to determine what's working and what isn't. Then you can focus on the channels that are the most productive.
  2. Ask applicants where they first learned of the opportunity they are seeking.
  3. Determine your most important and frequently recruited roles and begin building talent pools for subsequent use. This will allow a more proactive approach in the future.
  4. Examine the resume files of your highest performers. Perhaps their backgrounds are different than the profiles your hiring manager is currently using.
  5. Consider appropriate feeder roles (the job your prime candidate may have held a year or two prior) and look to your competitors who employ people in those positions.
  6. Tap online social networks like LinkedIn to cast a broader net for potential hires.
  7. Outsource critical tasks for additional expertise and to gain an objective view of current processes.

Great hires, like undiscovered singing talent, can be hiding in plain view. Knowing where to search and using best hiring practices can yield the most results. You don't need a star-studded panel of judges, just a coordinated processes and the tactical knowledge of how to hire winning talent.

Learn how to hire the top talent.  Contact Hudson today.


Four Steps for Designing an Attraction & Sourcing Strategy

Develop a sourcing strategy for
your recruitment process.

When working with a client, it's important to develop a sourcing strategy for the recruitment process and for the benefit of the client. The following approach, broken into four parts, takes you through the process of understanding your ideal candidate, building a sourcing map, reviewing the employee value proposition (EVP) and, after the previous requirements are met, designing the recruitment strategy for the client.

Firstly understand exactly where your client is, at this very moment in time when it comes to what they want to achieve as a business, what the market perception of them is as an employer and what their employees think of working there.

You can do this by answering these answers three questions:

(1) What are your business objectives?

  • So over the next 2-3-5 years what is the organistion looking to achieve and how will resourcing support the business achieving those objectives?

(2) What is your employer brand?

  • The employer brand is the perception in the market of what it's like to work for your organisation

(3) What is your employee value proposition?

  • The employee value proposition or EVP is the 'why'. Why do your employees like working for you? What do they 'get' in return for what they 'give' when the comes to work?

Answering these questions enables the recruiter to develop the right recruitment communication plan for when they go to market. This means that you are able to understand where the organistion is heading, therefore what type of people are required. It ensure you understand what people in the market think of the organisation so that you can tailor your message to either reinforce positive messages or develop messages that will provide a true reflection of the business as it is today. It also provides the recruiter with a more personal message that will appeal to candidates in the market, rather than corporate headlines.

Building an Attraction & Sourcing Strategy
1) Profiling Your Ideal Candidate: Understanding the client's culture, reputation and networks makes attracting potential candidates simpler. The first step is profiling the client's ideal candidate. What are the key skills you will be looking for in a candidate? Who are they trying to attract? Understanding where your target candidate group are connecting, meeting, what they are reading, what associations they are part of, what information or sites to they subscribe to, which social channels do they frequent and engage on? Building this profile will allow you to feed this information into your sourcing channel map.

2) Developing a Sourcing Channel Map: The next step is dependent not only on the client, but on your own resources. Specifically, you need to build a relevant and comprehensive sourcing channel map. By taking the information that you've gathered during your candidates/role family profiling stage, you now know where your candidates are in the market and what appeals to them. Since candidate behavior has changed dramatically with the introduction of social media, its important to always be asking the right questions so that you can adjust your strategy accordingly. Your Sourcing channel map will cover key headings such as associations, conferences, referrals, social media, target competitor organisations and publications just to name a few. These will be the key channels that you will use to take your newly refreshed employer brand message and jobs to market.

3) Review the EVP: What attracts potential candidates to your client's organization? What repels them? Provide a summary of what candidates value in the organization. It's important to know the organization's basics such as salary, culture as well as the career development and training process. Is your client's EVP still relevant today? Be authentic and straightforward with what the client can provide to a candidate. If your EVP is out of date then the message that you take to market may mean that you're attracting candidates who's motivations, values and aspirations are not aligned.

Design your Attraction and Sourcing Strategy: After you gather the previous information, designing an attraction and sourcing strategy becomes a clearer more targeted process and activity. A key thing to be aware of it that your sourcing strategy will always be impacted by factors that change on a regular basis. These factors may include:The Recruitment market. Economic factors, such as recessions, affect candidate behavior. For example, candidates who seek out new employers in a booming economy might hesitate in a recessed economy. This impacts your strategy and how you go to market.

  • Look at geographical considerations. Are candidates available in the client's immediate area? If not, do you need to recruit outside of the client's county or state?
  • Recognize seasonality. Conducting a huge recruitment campaign for experienced individuals may not work very well over the Christmas and New Year period as many people are on holiday during that time, although if you're looking for summer casuals then it's the perfect time to run your campaign then. Understanding when you're candidate will be most like receptive to roles and when the right time is will save you a lot of time, money and effort and ensure you get the best results when you need them.

Learn how Hudson RPO can help you improve your recruitment strategy.  Contact us today.


The ROI on RPO: Cutting Down on Recruitment Problems

You calculate the ROI of RPO by
determining how much you'll cut
down on recruitment problems.

Is your company facing recruitment problems, such as overwhelmed hiring managers, vacant spots, high turnover rates and a sea of unqualified recruits? If yes, these problems are draining your company's money. Turning to recruitment process outsourcing (RPO) can help your company cut down on the problems by obtaining quality talent at a reduced cost-per-hire.

Do you know how much money RPO can save your company? Here's how to determine your return on investment (ROI).

Calculating the ROI on RPO

Whether you plan to use RPO to handle all of your recruitment needs or just a few, your ROI starts with your current expenditures. For example, how much does it cost you to hire a typical IT professional? First, you must determine how much each hire costs from the initial job posting through to making an offer and on-boarding the new employee.

Next, once you have started using RPO to staff your company, you must keep track of how much each IT professional costs, and compare that to the original price. You'll also want to take into consideration the number of quality candidates, the time-to-hire, the quality of hire, the mutual satisfaction and the length of retention that the RPO service provides.

Finally, take a few price points and compare them to your original costs. By taking a look at your turnover rates before you started using ROI and after, you can also learn about your ROI.

RPO is More Than ROI

RPO helps your company in more ways than just improving your short-term ROI. RPO can improve candidate experience and can build your company's brand as an employer. In the long run, this will draw more quality candidates to your organization and, in turn, reduce costs and time-to-hire.

Don't wait until you are neck-deep in recruitment problems to look into RPO. You'll save your company more time and money by outsourcing your recruitment before the problems start. Look into a RPO solution and contact us today.





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Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Across 20 countries, we deliver a range of recruitment, talent management and recruitment process outsourcing solutions to get you and your business where you want to be.