Talent Sourcing is a vital recruitment channel since sourced candidates account for 24-33% of all hires, the second most common employment origin after direct applicants. Sourcing is the foundation of today’s recruiting strategy as hiring success ultimately boils down to a great hire, with minimal time and money spent in the process.
Even though traditional recruitment sources are effective, they cannot be used to compete in today’s market. The pre-pandemic market was a flourishing one, but by 2022, we’ve been through a hard-hitting pandemic, the Great resignation, and a talent war never expected before. This effectively put in the spotlight non-traditional sources for talent acquisition.
Recruiters have to consider non-traditional sources for recruitment. In this article, we will discuss a few of the top-performing non-traditional sources of recruitment and how they can help.
Social media has turned into a robust hiring tool for the 21st century. Social media sites such as LinkedIn, Behance, Facebook, Instagram, and even Snapchat, are being used to their depth for picking candidates.
By harnessing the right hashtags and beginning an interaction on one of these platforms, enterprises can expect 3-5x growth in total candidate inflow, backed by a comprehensive database useful for screening.
Useful Tip: Keep track of recruitment metrics to derive maximum results from minimum efforts.
Employee Referrals are underrated
Employee referral programs are increasingly becoming popular as one of the most cost-effective recruitment methods. Surveys indicate that referrals significantly reduce hiring time and cost, delivering the highest ROI of any other recruitment method.
Over 51% of enterprises agree that employee referral programs are a powerful way to hire productive, efficient, and loyal employees. Organizations must have employee referral policies in place that motivate this behavior. Offering prizes, discounts, or other perks in the policy will encourage your current employees to bring newer employees.
Useful Tip: Encourage employees to bring referrals by announcing bonus prizes or incentives every quarter.
Networking brings Talent
Networking enables recruiters to have a ready-to-use candidate pipeline even before the roles become available. Organize webinars, help people out with their queries, visit events, and build connections. The idea is to become a thought leader that candidates are attracted to quickly. We like to call this “Recruitment Magnetism,” where instead of you going to the candidates, they come to you, which saves cost and time-to-hire.
Useful tip:. 69% of job seekers would reject a job offer from a company with a bad employer brand. Focus on building a personal brand as a recruiter that goes well with the employer brand effectively reflecting a strong culture.
Hostels and Cafés are the New Offices
With remote and hybrid work taking off faster than expected and employees unwilling to compromise on their well-being, enterprises need to diversify sources. One powerful source comes from the globally prevalent “backpacking culture.”
This culture has given rise to work-from-hostel and work-from-café models where employees globally work with each other from their chosen locations. The idea is to work while on holiday in an enchanting place that helps productivity.
Even though one may assume that this talent group might not be qualitative, the fact is they are. They are willing to work long hours considering their perks (i.e., location independence) are better than other working employees.
Useful tip: Try hiring this talent pool on contract as freelancers and after assessing their performance, offer them permanent employment.
Programmatic Advertising for a Home Run
Programmatic advertising is one of the modern ways to attract potential candidates by using in-depth analytics and data-backed approaches for targeting. Programmatic advertising is an automated process that lets you publish and optimize your job ads to suit your audience.
Also, programmatic job advertising lets you:
- utilize sophisticated algorithms and strategies for targeted advertising.
- Incorporate big data and analytics to scour through platforms, people, and job roles.
A significant advantage of deploying programmatic advertising is that it is largely automated, meaning recruiters can easily create/optimize job posts.
Useful Tip: Keep optimizing the ad campaign by tracking the analytics of your job post. This prevents over-spending on low-quality leads.
Talent Intelligence to the Rescue
With the market becoming increasingly competitive, recruiting teams bear the brunt of operating faster. They are constantly adjusting strategies to respond to the fluctuating hiring needs in today’s market. In scenarios like these, talent intelligence becomes imperative in supporting HR professionals to build quality hiring strategies.
Most stages of the recruitment process are time-intensive and require labor, meaning recruiters have to spend hours designing job boards, scouring through data, sending out emails, and onboarding candidates.
Useful Tip: Having a comprehensive tool for talent management is more cost-effective in the long-term. Consider a platform like Draup that provides recruitment, workforce planning and reskilling assistance.
Talent intelligence platforms like Draup analyze and evaluate the underlying talent attributes across firms, industries, individuals, and regions to make talent acquisition decisions. Draup provides accurate data sets and expertly researched data points with tailor-made reports and insights to make talent acquisition a seamless experience.