Sourcing tools: optimize your recruitment

The recruitment process is a essential step for any business looking to attract top talent. However, finding ideal new candidates can be a major challenge. That's why sourcing exists.

The Sourcing is defined as the process of finding, identifying, and engaging potential candidates for vacancies. It goes beyond the simple publication of job ads and involves the proactive search for qualified talent. The importance of sourcing lies in its ability to expanding the talent pool and to identify the most qualified candidates.

One sourcing tool is a software, platform, or method used to facilitate the process of finding potential candidates. Thanks to it you will be able to search for candidate profiles on various sources: professional social networks, job sites, resume databases and company websites.

Les goals of an effective sourcing strategy include identifying relevant sourcing channels, developing an engaging online presence, and implementing measures to assess the effectiveness of the strategy and make continuous improvements.

Through this article, let's see sourcing and the tools that accompany it now.

1 - The advantages of sourcing

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In the context of recruitment, sourcing offers a large number ofadvantages:

• Access to a pool of qualified talent : By maintaining long-term relationships with potential candidates, it will be easier to identify and engage talent when an opportunity arises.
• Reduction in recruitment times : By having a pool of qualified candidates, it will be faster to identify corresponding profiles and invite them to apply. This saves valuable time, as the process does not start from scratch.
• Better candidate company match : You can target candidates who match not only the technical skills required, but also the culture and values of your company or other specific criteria.
• Gain in efficiency and profitability : By avoiding irrelevant applications, we reduce the costs associated with the distribution of job offers and other traditional recruitment methods. In addition, the proactive approach to sourcing makes it possible to build a talent pool for future needs, thus reducing the costs associated with urgent or unexpected recruitments.

2 - How to do sourcing?

Upstream, you can assess the effectiveness of your company's current sourcing with different methods:

• Conversion rate : percentage of pre-selected candidates who take the next step. The higher it is, the more effective the sourcing is.
• Recruitment deadline : average time required to fill a position.
• Quality of candidates : performance of candidates once they have joined your company.
• Recruiting cost

Once you've assessed the effectiveness of current sourcing, you can identify areas for improvement potentials. This may include optimizing recruitment channels, improving screening criteria, strengthening the employer brand, the implementation of a new, more advanced recruitment technology, or the training of recruiters.

Remember that sourcing is an ongoing process and can always be improved. Be ready to adjust your methods based on results and feedback to get the best possible results!

Sourcing is an essential process for finding and recruiting the best candidates to meet the needs of your business. Here is an overview of the key steps in the sourcing process:

• First, start directly with identify needs, understanding the requirements and skills needed for a given position will allow you to fully know who your target is. Work with relevant managers to clearly define selection criteria, skills requirements, and goals to be achieved.
• Use different methods to find potential candidates. This may include the publication of job offers on the Internet and more precisely specialized sites such as jobboards (indeed, monster), or professional social networks (Linkedin, Facebook, Twitter). To attract the most candidates, consider reading our Article on catchphrases.
• Other approaches exist: for example, it is possible to use recruitment agencies, if your budget allows it, or to explore your professional network.
• Carefully analyze the applications received in order to carry out a preselection based on pre-established criteria. You can use application tracking software (ATS) to manage this process more effectively.
• Get in touch with the references provided (email, telephone) by candidates to obtain additional information on their experience, skills and past performance.

After which, you can take your final decision on the successful candidate. Make a job offer and start salary negotiations if necessary.

3 - Sourcing methods

Sourcing uses various methods to find potential candidates. Here are a few methods that are commonly used.

• Sites such as Indeed, Pôle Emploi, APEC, RégionsJob, RégionsJob, Cadremloi, MétéoJob and Monster offer platforms where employers can post job offers and search for candidates who match their criteria. Some of these sites also allow access to their CV library, making it easy to find profiles.

• LinkedIn is the most used professional social network for sourcing. It allows you to search for profiles, connect with professionals, join relevant groups and post job offers. Other professional social networks such as Viadeo and Xing may also be used depending on geographic location.

• La Co-optation is asking your current employees to recommend candidates for vacancies. Employees can share job opportunities with their network and recommend people they think are qualified. Be careful not to mix things up, the concept of Co-optation has nothing to do with the piston. It is often a source of quality candidates and can also increase the engagement of your employees.

• Les higher education institutions are a great source of candidates for internships and entry-level positions. Campus management involves building relationships with schools, attending campus recruitment events, and promoting your business to students. The business games are competitions between students where you can assess their skills and potential.

• Les candidate pools are internal or external databases where companies maintain profiles of candidates previously evaluated. These pools can come from previous applications, resumes received spontaneously, candidates who participated in previous recruitment processes, etc. Using these pools can be a quick and effective way to find qualified candidates.

4 - The best sourcing tools

The best sourcing tools vary according to the specific needs of each business and individual preferences. Here is a list of sourcing tools, including both free and paid options, as well as an in-depth analysis of their features, pros, and cons.

Free sourcing tools

LinkedIn is an example of the most popular social network and offers advanced search features to find qualified candidates. It also makes it possible to publish job offers, to join relevant groups and to interact with professionals.

• Advantages: Extensive database of professional profiles, advanced search, possibility to target specific candidates.
• Cons: Some advanced features require a premium subscription, the organic reach of posts is limited.

Indeed is a job offer aggregator that also offers candidate search features. Employers can post job offers for free and access a resume database.

• Benefits : Large audience, distribution of free job offers, access to candidate CVs.
• Disadvantages : Some candidates may not update their resumes on Indeed on a regular basis; the quality of applications may vary.

GitHub is a platform for software development and source code hosting. It is particularly useful for sourcing technical and engineering profiles.

• Benefits : Access to a community of talented developers, possibility to consult previous projects and contributions.
• Disadvantages : Limited to technical profiles, not suitable for all types of recruitment.

Meetup is an online platform for finding and joining local groups focused on common interests. It is a good tool for meeting professionals in specific fields.

• Benefits : Possibility to meet candidates in person, targeting specific groups.
• Disadvantages : Limited to professionals interested in specific topics, requires active participation in events.

Paid sourcing tools

Leonar is a specialized tool on the direct approach and sourcing for recruiters within firms and in-house. It offers advanced functionalities for automation, candidate monitoring and the use of Artificial Intelligence

• Advantages: Extensive automation, multi-channel message sequences, and AI capabilities.
• Disadvantages: The management of incoming applications is not yet available.

Bullhorn is a customer relationship management (CRM) system for recruiters. It offers advanced sourcing, applicant tracking, and collaboration features.

• Benefits : Integration with other tools, advanced search features, centralized application management.
• Disadvantages : High cost, learning curve for novice users.

Talentsoft is a talent management system that includes sourcing, recruiting, and personnel management capabilities.

• Benefits : Complete talent management platform, integrations with other HR systems, applicant tracking, candidate evaluations.
• Disadvantages : High cost, can be complex for small businesses with simpler needs.

Greenhouse is a comprehensive recruitment platform that offers sourcing, application tracking, interview management, and reporting functionalities.

• Advantages: Intuitive user interface, automation of recruitment processes, integrations with other HR tools.
• Cons: High cost, some advanced features may require add-ons.

To note : pricing, user interfaces, and integrations may vary depending on the providers and plans chosen. We recommend that you check the sourcing tools' websites for more detailed information on their specific features, pricing, and possible integrations.

5 - How to choose your sourcing tool?

To effectively choose a sourcing tool adapted to the specific needs of your business, it is essential to follow certain recommendations. First of all, clearly define your goals and priority selection criteria.

This can include things like the size of your business, hiring volume, in-demand skills, and budget constraints.

Then, perform a extensive research on the various tools available on the market, taking into account their reputation, ease of use, reliability and specific functionalities. Do not hesitate to consult the opinions and feedback of other users.

Evaluate compatibility of the tool with your existing systems, in particular your application management system or your recruitment platform. It is also important to check if the tool offers sourcing functionalities adapted to your industry and your specific needs, such as advanced candidate search, data aggregation, talent management, or filtering functionalities.

Finally, don't forget to consider aspects related to data security and privacy. It is recommended to choose a sourcing tool that offers robust security measures to protect sensitive candidate information.

By following these recommendations, you will be in a position to select a sourcing tool that will effectively meet the specific needs of your business and that will facilitate the recruitment process (composed of 7 steps according to us).

6 - Post-sourcing with Yuzu

Once your candidates have been selected, it is imperative to determine which will suit best to the station in the future. Reading several pages of an online questionnaire is out of fashion.

That's why we came up with Yuzu : one Assessment Center new generation and gamified. A solution created after several years of R&D with researchers in Occupational Psychology and Neuroscience for Evaluate soft skills (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Recruit the best candidates with Yuzu

The advantages of our solution:

• One candidate experience exceptional for boosting your employer brand;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills In a moment Loud and playful.

To remember

Through this article you have been able to understand that sourcing tools play an essential role in optimizing the recruitment process. They make it easier and faster for businesses to find the best talent on the job market. With these tools, recruiters can extend their search beyond traditional channels and access a pool of qualified and diversified candidates.

The use of sourcing tools offers numerous advantages. They save time by automating certain tasks and simplifying the sorting of applications. In addition, these tools facilitate the proactive search for profiles corresponding to the specific needs of the company, which improves the quality of recruitments.

However, be careful, it is important to emphasize that sourcing tools are only a complement to the skills and experience of recruiters. They do not replace the importance of human interactions and the thorough evaluation of candidates. Recruiters should always use their judgment and judgment to make informed decisions during the selection process.

Feel free to explore the different sourcing tool options available on the market, to test and adapt them according to the specific needs of your business. Invest time and resources in training your recruiting teams to use these tools effectively to maximize their potential and achieve optimal results.

By putting these tips into practice and integrating sourcing tools into your recruitment process, you will be in a position to optimize your recruitment strategy, attract top talent, and build strong, high-performing teams to support the growth and success of your business. Don't wait to take action and explore the possibilities offered by these tools to improve your recruitment sourcing.

If you were interested in our article on sourcing tools, then we are sure that our article on The best recruitment tools without a resume will interest you.

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