Active Sourcing Recruiting

Active sourcing is well known within hr as a proactive recruiting method. Ability to execute recruiting strategy including employer promotion in the marketplace candidate management diversity sourcing and interview process management. Active sourcing essentially means the active search for promising candidates before the need to fill a position has arisen.

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To build a strong social sourcing program recruiters should invite employees to share company news and job openings across their personal social media accounts.

Active sourcing recruiting. Unlike the post and pray method of posting a role and waiting for applicants sourcing is an active search for potential hires. Put simply many of the best candidates don t apply anymore. This involves for example recruiters establishing contact with promising candidates at university events recruitment fairs networking seminars etc and maintaining ties with those potential employees in preparation for an open position. People who aren t actively looking for a job.

Passive recruiting means you re waiting for candidates to come to you. Active recruiting means you re actively hunting relevant candidates. Active recruiting or passive recruiting. It s on you and your team to get proactive and go out and find them.

In today s hyper competitive talent market sourcing candidates is probably the most valuable recruiting skill for anyone concerned about hiring high quality talent. Most people if offered a great job would be open to listening to what you have to say. As greg savage pointed out in his blog post there s no such thing as a passive candidate there are no passive or active candidates there are just candidates. In recruitment sourcing means finding candidates for a job opening.

The term active sourcing includes all the recruitment steps taken to connect with and convince desired candidates of the value of a job offer. Finding relevant candidates for your job description can be done in roughly two ways. Utilize social sourcing as mentioned earlier tapping into your employees networks dramatically increases your recruitment reach. When these hiring authorities and recruiters have a job order they often automatically check their own database first as a way of sourcing candidates.

When it comes to candidate sourcing the conversation of passive vs active candidates feels like it s been done to death. But let s dig a little deeper. It focuses on passive candidates. This term covers all measures to identify suitable candidates within the labour market establishing personal contact up to expanding the talentpool hiring and building long term relationships.

1 sourcing candidates through a recruiting database of course many hiring authorities and recruiters both in house and third part maintain their own recruiting database of candidates. Basic qualifications bachelor s degree 3 years of recruiting experience agency or corporate experience building and utilizing a variety of sourcing plans and tools including proactive phone and internet research. For example by searching for candidates on linkedin. Active search recruitment helps in creating a pool of highly qualified pre screened candidates which in turn makes it much easier to fill vacancies quickly when openings are created.

For example by posting your vacancy on a job board or career page.