5 Steps for Sourcing Candidates with Recruiting Analytics

July 14, 2015


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Proper sourcing can help you both widen your candidate pool by reaching out to more sources of hires, and help you pare down your talent pool when you need to sort the best from the great. But how do you go about recruiting in an age where candidates are seemingly everywhere (and nowhere at the same time), overloading your recruiting process with useless information? You make sourcing candidates clean, easy and simple, that’s how. Follow our five-step process from profile to interview and you’ll never have to worry if your sourcing is up to snuff again.

Aggregate Your Profiles

When sourcing candidates, the first step is to find out where they congregate. Candidates know that 35% of employers are less likely to grant them an interview if they can’t find them online. So if someone wants a job at your company, they’ll most likely have a social media profile. Use recruiting analytics to collect all of this publicly available social data. With sourcing software, you can glean data on candidate job history, skills and other bits of information online. Once you’ve aggregated them, your recruiting analytics will give you a better sense of your talent pool. 

CC-Click-ToTweetBird-01.png Your recruiting analytics will give you a better sense of your talent pool. See how...

 

Create Candidate Profiles

Of course, all this wonderful data won’t illuminate much unless you take action. To get the most of the data, you need to create your own internal profiles for each candidate, and evaluate your talent based on various criteria, such as cultural fit (which 43% of employers value in a new hire) or personality (in customer-facing positions).

Did a hire with every minimum and preferred qualification interview so poorly you never wanted to see them again? Make a note of it in your system to save you and your hiring team the hassle of having to evaluate them again in the next hiring cycle. You can also make profiles for potential candidates who just barely didn’t make the cut, setting the roots for your talent pipeline. During the next round of hiring, these candidates rise to the top and save you time on recruiting.

Integrate Your Own Information

With all of your candidates sorted into good or bad categories (or whatever other categories you’ve created), it’s time to gather some data on your company. By creating descriptions and required skill sets for every job opening at your company, you can then match your candidate information with your jobs data set, sorting candidates into different openings based on skills and qualifications. This is especially helpful in dealing with the skills gap, so you can take candidates with more valuable skills (who could get another offer more quickly) to the interview faster, helping nab the right talent in a fraction of the time.

Move Them to the ATS

If this skill and job-matching sounds familiar, it should! Filtering out candidates based on whether or not they fit the qualifications of the jobs you’re posting is often the task of the applicant tracking system, not the sourcing software. But technology moves quickly, and nowadays the line between ATS and sourcing software blurs quickly. Integrating the two seems like an obvious choice: if you want to cull down a crowded talent pool, sourcing is your first line of defense, followed by an ATS’ ability to reduce the talent pool by up to 75%. Sourcing helps by making sure candidates with the same name who are actually different people aren’t discarded, and the ATS decides if either of them is qualified. So when you let one flow easily into the other, both are more effective. 

CC-Click-ToTweetBird-01.png When sourcing candidates integrates with your ATS, both are more effective.

 

Get Talking

Sourcing candidates can reveal a number of things about them: their employment history, their resume and their skill set. But it also provides one of the most vital pieces of the recruiting process: their contact information. And this is about more than getting the email address you need to encourage them to apply; it’s about building a relationship with candidates, which can help your talent search the next time you need to hire. Build regular avenues of contact with candidates who don’t make the cut — they might just make sourcing candidates that much easier the next time around. 

There’s lots more we could write about the ways recruiting analytics, sourcing and applicant tracking systems can all work together, but we thought we’d distill our sourcing knowledge into the five most important steps. Take them to heart and you’ll have a much easier time finding great hires, now and every time you hire.

Our new ClearCompany Sourcing is the perfect fusion of an applicant tracking system and sourcing platform. Find out how your company can take their recruiting to the next level by signing up today! 

ClearCompany-Sourcing

Talent Sourcing, Strategic Sourcing, ClearCompany Sourcing

Sylvie Woolf
Sylvie Woolf
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As Director of Client Service, Sylvie actively works to scale and grow our business, while driving value and customer success at every level. Sylvie directs our department's remarkable team of specialists who consult with and support ClearCompany’s diverse clientele, delivering best-in-class client service. Sylvie serves as a strategic partner to executives within our client base, ensuring that our platform not only assists with administrative concerns, but also solves for large-scale business needs.

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