The 4 key steps to source candidates

Creating an effective sourcing strategy is not improvised. Let's take a look at the 4 essential steps. Each phase impacts the next, so nothing can be left to chance. Don't worry, we will guide you step by step.

In this article we will see:

• Step 1: Analysis and identification of needs

• Step 2: The search

• Step 3: Making contact

• Step 4: The selection

Step 1: Analysis and identification of needs

What criteria does your ideal candidate meet? To avoid a misfit or waste your time, start with a clear base.

→ Take note of the exact needs and expectations regarding future candidates. This step is crucial to identify the ideal profile and find the best candidate.

Talk with HR, the manager, and the team.

Who previously held the position in case of replacement? Which candidates have performed particularly well in similar responsibilities?

The more precise the search framework, the higher the quality of your results and the shorter and more efficient your recruitment time (time-to-hire) will be.

→ Determine the main objective of your candidate sourcing.

Is it a single recruitment or building your talent pool?

→ Finally, list the essential criteria as well as those you consider less important for the position.

Sort them by priority and be prepared to make concessions.

Step 2: The search

Where to find your candidates?

Sources are multiple but depending on the profiles one will be more suitable than the other.

With LinkedIn, you can't go wrong. It's one of the best platforms for sourcing candidates. With over 850 million members, you have a high chance of finding your ideal candidates there.

Secondly, for a complete HR sourcing, consider other social networks (Facebook, Instagram, Twitter...). They are full of profiles less solicited than on professional networks.

Finally, there are a large number of free or paid CV databases, generalist or specialized, where you can find hundreds of thousands of CVs according to your needs.

Don't neglect the people already in your team either.

Find all about the sourcing tools and our recommendations.

Step 3: Making contact

Once the candidate has been identified, it's time to contact them!

Prioritize direct channels like phone or personal email. If that's not possible, go for a professional email or a private message on LinkedIn.

On LinkedIn, some highly sought-after profiles receive dozens of proposals per week. To get a response, your approach must stand out!

To do this, gather as much information as possible about the candidate and personalize your message.

By being active on social networks, your company gains visibility. Your values distinguish you and attract the attention of the best candidates. They motivate them to choose you in the short or long term.

Step 4: The selection

Did you get some positive responses? Great!

It's time to confirm these profiles with a prequalification interview.

At the beginning of the conversation, talk about the company, its values, its missions, and the position. Candidates are highly solicited: it's up to you to convince them that your proposal is the best one for them!

This exchange also allows you to validate the information collected about their background, their skills, and to get to know them. Try to build a trusting relationship with each candidate. It will be beneficial in the long term.

Before ending the conversation, clarify the next step in the process. If the candidate is shortlisted after this stage, hand over to the operational team or their future manager.

If they are not selected, take the time to give them constructive feedback, they will probably appreciate it – 80% of candidates like to receive a personal response.

This is a simple way to enhance your employer brand. A bad candidate experience can cost you dearly: 92% of them share their negative feedback with their network.

Moreover, if the candidate is motivated to join the company, they could be the perfect profile for a future recruitment. Keep their application in your talent pool, and maintain regular contact.

To succeed in recruitment, having the right tools at your disposal is crucial. Discover all the recruitment sourcing tools recommended by our team.