Sourcing :Identifying

Recruits
Creating a sourcing plan
Presentation outline
• Strategy Staffing, Business & Staffing Strategies

• What is recruiting?
• Effective recruitment
• Sourcing, creating a sourcing plan
• Planning
• Types of recruitment
• Sources of attracting talent
 Top ten Executive Recruiting firms
• Korn Ferry Executive Search
• Heidrick & Struggles
• Spencer Stuart
• Robert Half Executive Search
• Russel Reynolds Associates
• Egon Zehnder
• DHR International
• Boyden
• Management Recruiters International
• Stanton Chase
• https://www.recruiter.com/i/the-top-10-recruiting-firms-in-america-accor
ding-to-forbes/
Top 10 Professional Recruiting firms
• Robert Half
• Aerotek
• TEKsystems
• Randstad
• Kforce
• Brilliant
• PrideStaff
• Advantage Resourcing North America
• Richard, Wayne & Roberts
• Loftin Staffing Services
• https://www.recruiter.com/i/the-top-10-recruiting-firms-in-america-according-to-forbes/
 Sourcing :Identifying Recruits
• Sourcing refers to the process of searching for, identifying and contacting potential
candidates.
• Recruiting starts after sourcing, and includes the HR processes of screening,
interviewing and evaluating applicants.
• In some HR departments, recruiters handle sourcing as the first step of the
recruiting process.
• Sourcing allows you to reach a large number of candidates.
Candidate sourcing involves proactively searching for and engaging qualified talent
to fill your company’s current or future positions, and it’s more important than
ever.
•  Sourcing allows you to take control of your pipeline and initiate conversations
with the talent you really want. 
• Our recruiting benchmarks research found that sourced candidates are more than
two times as efficient as candidates who apply. One in every 72 sourced
candidates, on average, is hired, compared to one in every 152 for applicants.
Recruiting Benchmark Report 2016
 Different types of recruits
1. Active job seekers- actively ;looking for jobs
2. Semi – passive job seekers- interested in new opening but only occasionally
look for jobs
3. Passive job seekers – people who are currently employed and not actively
seeking another opportunity.
Only 36 percent of the workforce is actively looking for a new opportunity at
any given time, but an entire 90 percent is willing to talk and learn more.
Linkedin Talent trends 2016
 What makes a recruitment source effective?
• If it helps the company meet its staffing goal for the position being filled. The firms staffing goals might include speed , cost ,
and candidate new hire quality .
• Does not matter as to the number of applicants for the job
• Right fit is important rather than Volume
• Different sources of employees have different strengths
• Some sources are
• Faster and Cheaper
• Better at acquiring people who fit the corporate culture and work processes
• Better at acquiring high quality people
• Better at acquiring people with previous work experience
• Better at acquiring people who are more likely to stay
• Better at generating large number of hires
• Better at generating professional hires
• Better for long term needs
• Better for hiring in non competency areas of the company
• Better for finding diverse applicants
• Better for fining people not actively looking for jobs.
 Performing ongoing Recruiting source effectiveness analysis
• How applicants, top candidates and successful new hires discovered the vacancies for
which they applied?
• How many recruits each source generated?
• What quality of recruits each source generated, and what was the range of the quality
from each source?
• What demographic characteristics of the recruits from each source
• Yield ratios of each source
• Conversion rates from applicant to hire for each source
• Absence and turnover rates by source
• Job performance by source
• Promotion by source
• Data relevant to other staffing goals.
What can organizations do to help find the right active
job seekers?
• Organic search: Make sure that when people are searching for jobs, they find you. You
can do this by ensuring job descriptions on your website, and all other listing sites are
correctly optimized. This will help you build own pool of candidates and engage with
job seekers.
• Paid search: Often people just go through the first page of any search engine, so it is
vital to ensure your content is appearing right at the top.
• Online amplification: While you may constantly be putting out job opportunities, it is
absolutely essential to track which source gives you what kind of traffic. This will help
you invest your time and money in the right talent space.
• Employer brand: Recruiting companies often overlook the need to become a brand. As
said by Shashi Kumar, Managing Director, Indeed India, “Employer brand is important
to staffing companies because you need to get job seekers to start trusting you and
believing that you can help them dive into the right opportunity and provide the right
advice.”
 10 candidate sourcing strategies
• Stay in lockstep with the hiring manager
• Align with your hiring managers early and often to ensure that you’re on the same page about
what a strong candidate looks like.
• Here are some ways to increase the quality of your communication and get on the same page.
• Hold a Kick off meeting  as soon as you receive a requisition to learn about the role and align on
must-have and nice-to-have qualifications.
• Ask your hiring manager to help you build a list of sourcing channels where your ideal
candidates may have a presence, and a list of role-specific keywords to search.
• Run a few searches together to discuss why specific candidates may or may not be a good fit for
the role.
• Review the overall talent pool and determine if the requirements need to be tightened up or
relaxed in order to find the right number of candidates.
• Don’t stop at the kickoff meeting. Keep in constant contact with your hiring manager
throughout the recruitment process to check on the quality and quantity of candidates, and
fine-tune your search with their feedback.
 Source from your ATS first

•Track why candidates aren’t hired.

You can only re-engage candidates if you’re keeping tabs on why they don’t
make it to ‘hired’.
•Were they a good fit for a role you don’t have yet? Did the role get filled?
Are they underqualified now, but show potential for the future? It can help to
use an ATS
•Give feedback.
Talent is four times more likely to consider your company for a future
opportunity when you offer them constructive feedback, yet only 41 percent
of candidates have received interview feedback before.
•Circle back.
80 percent of job seekers say they would be discouraged from considering
other relevant job openings at a company that failed to notify them of their
application status. Yet, they would be 
three and a half times more likely to re-apply to a company if they were
notified.
•Even though nearly all – 99 percent – of companies believe re-engaging
candidates will help them build their talent community and protect their
employer brand, fewer than half of employers re-engage declined
candidates.
 Diversify your online sourcing channels
• Candidates may be more receptive to outreach messages on less conventional websites,
and profiles on such sites can yield unique information that provides good fodder for
personalized outreach.  
• Where should you look? The internet abounds with possibilities. They key is to
understand your target candidates so you can better predict where to find them online.
• For instance, GitHub is a great place to find developers, while Dribbble is ideal to find
design candidates.
• If you're new to sourcing for a job, rely on your team members to find out where to go,
and ask them questions like:
• From the perspective of someone who’s been deep in this domain for a while, where
might you start a search for this?
• Where might this community congregate?
• What companies are focused on similar tech/products/services?
• Do people in this role go by multiple job titles? What are they?
 Include offline sourcing channels

• Going offline and meeting people face-to-face at events is a great way to

source new candidates.
• Attend job or industry-specific conferences and events, or host your
own meetups to bring together groups of people you’d like to meet.
There will be less competition to stand out as an employer, and
candidates will be more likely to respond to your follow-up messages
after they’ve had a conversation with you in person.
• If other people in your organization attend events, ask them to stay on
the lookout for great candidates too – sourcing should be a team sport!
 Employee Referral program
• Organizations can expand their talent pool 10 times by recruiting through their employees’
networks.
• Run sourcing sessions with your team to see if anyone in your employees’ networks would
be a good fit for one of your open roles.
• Your employees can help you reach untapped talent, and improve response rates from
candidates they know.
• Facebook, for instance, will show your employees different candidate search results based
on their own social graph, so you can uncover candidates you wouldn’t have otherwise
found.
• Sourcing. allows your employees to connect their LinkedIn, Twitter, and GitHub accounts so
you can see who is already connected to your team. You can also systemize this process with
a tool like Teamable or Simppler, which automatically recommend candidates to you based
on your employee’s social networks. When you find a qualified candidate, you should
request a warm introduction from your employee, rather than sending a cold email, to
increase your candidate response rate.
 Employee Referral program
• Referral program should have the following features:
• On the job performance will be observed and rewarded
• Referrals for key positions are accepted regardless of whether there is a current
opening
• Hiring Managers have direct access to the candidate referral database
• Referrals are proactively sought from employees most likely to know a top performer
• Drawings and contests for prizes are held and guaranteed bonus given for every hired
referral ,with the reward varying depending upon how critical the job is.
• Around the world, our current employees are our best recruiting source. They
understand the soul and spirit of the company.
• HR at Solectron
• Southwest Airlines encourages nepotism and asks employees to recommend family
members.
 Source for roles you don’t have open yet
• But the most advanced sourcers get even more proactive with their sourcing efforts, and get
ahead on roles they’ll need to hire for in the future.
• First, take a look at your business growth plans. Then, build a corresponding workforce hiring
strategy that gives you insight into when hires need to be made across the year to sustain
your company's vision and cost model.
• Once you have a picture of which teams need to grow, you can work with your leaders and
partners in Finance and HR to identify the level and skill sets required. Aggregate those skills
and what you know about company and team culture so you can begin to source for specific
profiles (personas) in a focused but on ongoing way.
• Perfect your outreach messages-
• While 78 percent of sales professionals said they would accept less money to work at a
company selling something compelling, 66 percent of healthcare professionals are likely to
accept less money to work at a company with a great culture.
• Improve your response rates by focusing on the things that matter to each type of candidate.
Your goal is to give them just enough information to pique their interest and respond, but you
want to be careful about overloading them with information. Ask your recent hires for
feedback on your outreach messages, and use that feedback to test different messaging and
improve your response rates.
Build a strong employer brand
• Your employer brand could be the difference between a candidate responding to your
outreach, or ignoring it.
• Candidates aren’t likley to respond to your outreach if they perceive your employer
brand negatively, and an unknown employer brand can stymie your efforts as well.
• In contrast, a strong employer brand is an incredibly effective recruiting tool: Ninety-two
percent of candidates say they would consider leaving their current jobs if a company
with an excellent corporate reputation offered them another role.
• To increase your sourcing (and overall recruiting) success, here are some tips on both
repairing and building your employer brand:
• Respond to reviews
• Sixty one percent of candidates check company reviews and ratings before they
determine their interest in a job. Regularly check review sites like Glassdoor and
InHerSight, and respond to the feedback to let people know you appreciate their input
and will take action where it’s necessary. This will generate goodwill, and help your
employees feel engaged and heard.
 Employer Branding
• Tell your story
• Engaging your employees in storytelling, encouraging them to personalize
their LinkedIn profiles, starting a company blog, being active in the press,
and speaking at conferences are just a few of the ways employers can
spread awareness about their brand. At Lever, for example, employees
regularly contribute to our company blog, where they share authentic
stories about their professional experiences, topics they’re passionate
about, and their journey to Lever.
• Partner with marketing
Many of the strategies needed to help spread your employer brand are the
same ones you’ll find marketing using to promote your corporate brand. See
if you can partner closely with them on both content creation and
distribution.  
• Follow up with candidates who don’t respond
• You might get a few candidates to bite at the first cold outreach email you
send, but you spent too much time doing research and building lists to
stop at one email. Imagine if a salesperson reached out to leads once and
then called it quits; they’d never close any deals!
• In fact, follow ups can actually be more effective than the first email you
send.
• Founder and CEO of Social Talent Johnny Campbell said he has
consistently seen follow-up recruiting emails generate more responses
than initial reach-outs.
• He postulated that follow ups are effective because persistent outreach
triggers obligation. Whatever the reason (maybe the candidate was busy
the first day you emailed them, timing was off, they respect perseverance,
etc.), repetition works.
 Use the right tool

• Anyone who’s sourcing has a million balls up in the air at once. Managing all
of that activity in docs and spreadsheets can get out of hand quickly, but
that’s what most recruiters and sourcers have had to do – until now.

• At Lever, we think sourcers and recruiters deserve better. That’s why we

built Lever Nurture, to help you minimize the copious manual work involved
in effective sourcing, and streamline your hundreds of touchpoints into one
powerful automated workflow. With your newfound efficiency, you’ll have
way more time to focus on the work that truly matters, like highly targeted
outreach and relationship-building with your highest-quality candidates.
 Outbound hiring
• Outbound hiring refers to the process which syncs personalized talent
acquisition and business efforts to hire talented candidates through a
targeted, candidate-focused approach.
•  It involves creating a list or pool of talent and then reaching out to
that talent to inform them of an available role that may suit them.
 Inbound recruiting program
Inbound Recruiting is a method of creating targeted, branded content for your recruiting center specifically for the
purpose of increasing your Employer Brand recognition and candidate engagement with future hires.
An inbound recruiting program can help your company rise above the organizations that rely on the same old tactics.
It’s the process of building relationships with candidates over a long time period so their interest in working for your
company gradually grows.

• In times where there is such a strong “war for talent”, with a much higher demand than supply, companies need to
stand out to get a chance to attract the best candidates. Posting jobs on job boards and asking for referrals on
Linkedin is not enough to get the right candidates to apply.

• The first reason for that is simple: sometimes the best candidates are not exactly searching for an opportunity, even
though they might be available. Actually, this happens most times, as 70% of the global workforce is made of passive
talent who are not searching for a job.

• Second, candidates are not desperately applying for any position as before, which means they are researching a lot
about a company before deciding to apply. They want to know the culture, read employee reviews and more - and
that’s where Employer Branding enters. In fact, that factor is so important today that a CareerArc survey discovered
that only 1 in 5 candidates would apply for a position in a1-star rated company.
 Some things to keep in mind while opting for inbound
recruiting
• Engaging content: It is important to note that inbound recruiting only works if people
are engaging with your content. So, make sure to create engaging content to share
your jobs and employer brands which includes appropriate keywords. Areas you need
to focus on are job titles, job descriptions, blogs, social media posts and career sites.
• Right source: Measure and monitor results, evaluate ROI and optimize your
recruitment spend on the highest performing source. While working on source
tracking and investing in them, make sure you’re giving the source time to perform.
• Keep it simple: Make sure that your application process is amazingly simplistic and
engages candidates during every step of the process. Candidate experience is crucial.
• Stay informed: Be sure to stay up to date with the industry trends and have
conversations with candidates about their behaviors to understand what’s currently
hot in the market.
 Candidate or the job seekers journey

Only companies with competitive advantages will

be able to attract best people, and they are doing
that through Inbound marketing methods and
strategies.
The main idea of this methodology is to engage
and build relationships with candidates, to
communicate your Employer Brand and 
Employee Value Proposition at every touch-point
with candidates.
Many HR Professionals believe having a
successful Inbound Recruiting strategy will
become a must for successful recruiting and
hiring.
 Inbound recruiting program - five steps

• Inbound Recruiting follows the famous Inbound Marketing strategy; a technique for drawing customers to products
and services via recruiting content marketing, social media marketing and search engine optimization.
• The goal of Inbound Recruiting strategy is to engage qualified candidates and convert them into job applicants to
expand talent pools.
• Inbound Recruiting is a term used to describe how newest marketing methodologies are used in the world of
recruiting and Talent Acquisition.

• Resource Co-Founder Troy Sultan helps growing companies effectively recruit and hire. He shared five steps for getting
an inbound recruiting program up and running in your company.
• Start with a proactive sourcing strategy
• If your company follows a traditional recruiting strategy, you’re likely sourcing candidates from all the typical places.
Go one step further and create content that attracts candidates by showing what’s great about working for your
company.
• Start by devoting a section of your website to advertising job openings, benefits, culture and your people. Then create
compelling blog posts, videos and other content that give job seekers a glimpse of what it’s like inside your workplace.
• Share this content far and wide. Post it on social media, pitch it to media and even link to it from your postings on job
boards. Even if someone isn’t ready to apply right away, they might remember an interesting fact about your company
months later when they are.
Reach out to candidates with personalized messages

• Once you find a great candidate, you need to make an initial connection with them.
Many recruiters copy and paste the job description into an email and send it off. But as
we mentioned earlier, the most sought-after candidates hear from dozens of recruiters
each day.

• It should come as no surprise that including a personal touch in these communications

helps your message stand out. Start by introducing yourself and your company. Then
tell the recipient why you think they would be a great fit for the role. Reference
impressive work they’ve done or a mutual connection in both your networks. Finally,
include a little background on why you chose to join the company and what you enjoy
about working there.

• Most of the emails we receive are automated messages written for the masses. Even
with a cluttered inbox, a personalized message will catch a candidate’s eye.
• Say hello to candidates at different times
• Timing is one of the biggest challenges recruiters face. You might
connect with an interested candidate but find out they’re not ready to
make a career change at that moment. Perhaps they’re finishing up a
big project in their current job or looking forward to an upcoming
vacation.
• In these cases, persistence pays off. Check in with the candidate down
the road to find out if their circumstances have changed. Let them
know you haven’t forgotten about them and you still believe they
would be a great addition to your team.
• These second, third and fourth messages can be the difference
makers. The candidate will see you’re not just trying to fill an open
role right away. You’re genuinely impressed with their background
and want to bring them aboard.
• Devote your resources to best performing candidate sources
• Taking a smart approach to recruiting means devoting your time and effort to what
works bests. You should measure how well different candidate sources and recruiting
content performs so you can properly allocate resources.
• Your marketing team likely uses Google Analytics or similar software for measuring
website traffic. They can tell you how many people visit the careers section on your
website and your other recruiting content and what action they take next. You can also
use your recruiting software to understand what your best sourcing channels are.
• Equipped with this data, you can learn what tactics work best so your inbound
recruiting program is continuously improving.
• Use recruiting software to manage your inbound recruiting program
• Your applicant tracking solution can not only help you understand your top candidate
sources. You can use a solution like Recruiterbox to manage your entire hiring process.
• For example, you can use your ATS to send emails to candidates and keep track of the
entire conversation. You’ll know when you last reached out to someone so you can
determine when it makes sense to follow up.
Recruitment Industry in India
• The size of the recruitment market in India is about Rs 7,000 crore, of
which only about Rs 250 crore happens through RPO contracts, which
is just 3.5%