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Top Tips: How to Broaden Your Sourcing Scope

How to broaden your sourcing scope

There’s an old saying from the legendary Zig Ziglar that says “you don’t build a business. You build people and people build the business.” This saying could not be truer. People are the lifeblood of any organisation, so it stands to reason that ensuring you attract and recruit the best candidates is the most effective way to grow your business and achieve success in the workplace.

However, attracting top talent just isn’t that simple in this day and age. There are job posts galore all over the internet, there’s recruitment programmes, networking sites, graduate schemes and a whole lot of other processes that mean you can easily get lost in the crowd, especially if you don’t make an effort to expand your recruitment process.

So, how can you broaden your sourcing scope to ensure that you get enough exposure during the recruitment process ?

Make use of employee referrals

If you already have staff working for you and they enjoy their jobs, what would stop them from recommending a friend? On top of that, their friend or contact will be more inclined to come for an interview or consider a position as they already know and trust the company and know that they have a foot in the door.

Set up an employee referral programme that notifies employees of all vacancies, provides a job description, and allows them to forward on contact details or similar. Employees who refer someone who is then hired should be awarded a bonus – normally a monetary reward, but extra leave or other perks could be an option too.

Implement a good system

Yep, it’s time to get everything digital and easy to access. A central hub that provides job description templates, integrates into a job board and can even set up an employee referral mailbox will make the recruitment process much quicker and easier. It also allows you to tailor communications to suit your business.

Offer apprenticeships and graduate schemes

Sourcing talented graduates is a great way to ensure you get high quality staff while they’re still available. You can take your pick, assuming you provide a positive and worthwhile working experience. From there, it’s possible to train graduates and help launch their careers into more senior positions. Depending on the type of business, apprenticeships and in-house training programmes can also be a wonderful way to identify and grow talent.

Move outside your usual circles

If you always advertise on the same job boards, with the same descriptions and always get the same results, it’s time to change something up. Post your adverts on other job boards too, or set up your own online recruitment portal. Try posting an advert on a local website or Facebook group.

You can take this a step further and rather than waiting for applications and candidates to come to you, you can go out and find them. Run a search for people with relevant skills on LinkedIn and see if anyone jumps out at you – if they do, it would certainly be worth a message. Call up contacts you have within the industry. Maybe you’re an insurance company who needs a marketing director. Surely you know of people who’ve worked in marketing before? If so, they might have just the right person waiting in the wings.

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