In talent acquisition, one of the more important steps is sourcing. After all, the quality of candidates you hire depends on the larger pool, that is the sourced candidates. If this sourcing is not done effectively, organisations risk acquiring inconsistent and mediocre talent that neither fits the culture of the organisation nor helps it grow and be successful. For this reason, it is imperative that the right talent is sourced the right way. Here are some tips regarding the same:

1. Get The JD Right

One of the biggest mistakes that happens in the interaction between the HR manager and the line manager is not getting the job description right. The right JD sets up the scene for sourcing of the right talent, and wrong JD risks bringing in square pegs for round holes. Therefore, both parties should ensure that the JD has been rightly communicated, and truly reflects the skills and experience that the candidates must possess. A wrong JD will also get the candidate into trouble – they come in without knowing that their talent and expertise is not the right fit for the job.

2. Set Up A Sourcing Process

Not many organisations give importance to sourcing and get their lowly HR recruiters on the job. Now, these recruiters might not have the right eye for talent, and as a result, will source a number of candidates whose fit with the profile is iffy at best. Instead of living it to individuals, it is better to have a standardised process that guides all the stakeholders regardless of their knowledge levels.

3. Have Multiple Channels For Sourcing

Not all the candidates who you contact will jump at the opportunity. Some might not even be interested and some who were initially agreeable might have changed their minds due to some factor or the other. On average, when you contact up to 8-10 individuals, one or two might turn up for the next round. Therefore, instead of depending on only one channel and sourcing only a few candidates, it is a good idea to increase the funnel at the mouth and cast the net as wide as possible. This means tapping multiple sources, which include job boards, social media, referrals, and company websites. To create interest in the mind of the candidate, every organisation must have an open positions section prominently on their website. The applicant tracking system (ATS), a module of online HR software, will be helpful in sourcing and shortlisting.

4. Don’t Be Shy About Referrals

One mistake that organisations do is to not tap a great source of talent – their own employees. Their employees who have been working there for a while will have a better idea more than most people on what kind of talent will fit the organisation, and what are the expectations that candidates can have from the workplace. Also, it is much cheaper and more satisfying to pay your employees than outside consultants. Therefore, actively encourage your employees to refer those in their circle who could do a good job.

5. Train Your Recruiters

Often, it so happens in organisations that recruiters are those who have little to no experience and therefore are fobbed off with this mundane task. However, this is absolutely the wrong approach to take – it will have adverse repercussions on the entire organisation. Therefore, instead of giving the job to people who are not ready for it, it is better to train them on how to do it effectively. from the diverse sources where they can source candidates from to the way they interact with the candidates, recruiters must be trained on all aspects of the job.

6. Create A Talent Pool

Another mistake that recruiters in most organizations make is to discard CVs once the job is done or if there are no openings. Why discard perfectly good candidates just because there is no open position right now and then later search for candidates when the time comes? Why not keep track of all the candidates and maintain their CVs and contact details so that you can always contact them when necessary? It pays to have a talent pool that you can dip into when you need to. On your website, invite interested candidates to leave their details and that you will contact them if a position opens up that fits their skills.

7. Communicate

We already touched on communication earlier in JDs and how ineffective communication between the recruiter and line manager could lead to disaster. There are many other places where communication has to be absolutely spot on in recruitment – your recruiters must be able to communicate the position to the candidate effectively so that he or she gains interest. Also, they should be able handle any questions from candidates, and create a favourable impression of the organisation so that top talent will have no qualms in turning up.