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Candidate Sourcing Best Practice for 2013

Posted by Kazz Kumar

25-Feb-2013 02:31:00

By Richard Essex, Corporate Director for Broadbean

Richard Essex, Broadbean - Candidate Sourcing Best Practice

What is candidate sourcing best practice? The answer is simply different for each organisation. Every business that recruits will have different objectives, budgets, resources and technology at their disposal. This presentation provides a conscious stream of questions that need to be answered by the recruitment managers so that they may start to implement best practice within their candidate sourcing strategy.

According to Wikipedia, “a best practice is a method or technique that has consistently shown results superior to those achieved with other means, and that is used as a benchmark. In addition, a "best" practice can evolve to become better as improvements are discovered. Best practice is considered by some as a business.”

Taking this definition and applying it to a candidate sourcing means that we need to look closely at two main elements: Resources & Technology.

The decision to direct source talent has already been made within your business and you have buy-in from the top. Next step is to attract candidates and to do that you need to review the resources you have available. Ask yourself the following questions and collate the answers to help you formulate the first part of your candidate sourcing strategy:

    1. Are we making the most of our career site? This is a tool, which you have presumably already paid for. It may be part of the Applicant Tracking System (ATS) you have in place; is it optimised and are you using it to its full potential? Optimisation includes heading off any potential problems such as visibility across all browsers – you need maximum exposure to attract the right candidates.
    2. Do you have mobile site compatibility? Around 15% of all traffic going to recruitment websites is now from mobile a device, (that’s about 1 in 5 job searches conducted on mobile devices). Getting a mobile website is only a priority for a limited number of businesses and typically we’ve found that businesses only spend 1% of their marketing budget on mobile! But, it has to be obvious as to why mobile is so important in todays world. CISCO’s 2012 Gen Y Report states that “…there are 206 bones in the human body, and the smartphone should be considered the 207th bone for Generation Y. They view smartphones as an appendage to their beings — an indispensible part of their lives.” So it has to make sense that mobile is a channel by which you engage and attract, right?
    3. Social media? Social media is no longer a buzzword. It’s been around for a while now and it’s proven to work as at candidate attraction channel. Even if you don’t agree with it yourself, use it and advertise your jobs on all of the channels that make sense. The results can be measured through your Broadbean account and then you can hone the strategy to use the best channels for your business.
    4. Are you all over Linkedin? Professional networks have revolutionised direct sourcing. Make sure you are doing all you can to boost your employer brand and profile on these sites.
    5. Which job boards am I advertising on? Job Boards are STILL the best and most cost effective way of attracting candidates to your business. The number jobs corporate recruiters have posted has risen from negligible to over 2 million in just 4 years. Also by analysing where your best applications are coming from you can soon work out which job boards prove to be the best channels for your business. [Shameless plug] Measuring the effectiveness of job boards is something Broadbean can help with.
    6. Am I utilising my existing candidate pool? Do you save, gather and search across candidates who have previously applied to work for you? How and where you manage the hot applications can be as simple as asking the questions of your ATS. Alternatively, you can use Broadbean to collate, search and mass communicate with past applicants. Re-engagement with this live community of candidates is essential – you have a prime opportunity to build great employer brand awareness and source the best candidate without paying to attract them all over again. Simple and smart sourcing...
    7. Am I working with the right recruitment agencies? This is not a trick question. In order to fill some roles, it may make sense to bring in the experts. Agencies are built for recruitment, they have the networks, the media and the budgets to source smartly, and they can often do it faster than you will be able to. Do the maths, how long and at what cost can you recruit the right candidate? Does this stack with the agency fee? Another bit of food for thought is that you should really develop and invest in relationships with the best recruiters so they actively work for you and not your competition.
    8. How do you handle media buying? Channels cost money to advertise on. You need to review your media budget inline with the agency spend. You need to also ask yourself do you do this directly with the job boards, buy slots via an advertising agency, or through Broadbean, as we do this too!
    9. What am I doing to recruit via referral? This is possibly the best way to recruit but it’s not as simple as sending an email out once to all employees. Communication is key to all good referral schemes. You need to announce and reinforce the benefits, manage each application separately and reward the employee if the placement is successful. You can also harness social media across the referral scheme. Simply ask employees to connect or like your Twitter or Facebook company accounts and pages. When you broadcast a vacancy on your social channels you are pushing it out your employees and to their friends and connections too. It’s really important to feedback the success of this to your employees too and if you have time, gamify the strategy.

    So that’s the resources questions asked, now lets look at technology.

    Recruitment tech has developed too over the past few years and there are many technology solution providers that will have manage, maintain and analyse any part of your recruitment process. Turn the question on its head and ask ‘what is the best process for my business?’, as this will help you to identify the best technology to suit.

    Here’s a simple recruitment workflow, which may help as a starting point:

    best practice workflow

    As mentioned in the Resources section, you may need an ATS, or you may already have one in place. We have a number of ATS partners who would be happy to talk through your requirements.

    Broadbean sits at the centre of candidate sourcing best practice and we are very proud of that position. We can help you design your candidate sourcing strategy, facilitating the job posting, searching both job boards and your application pools. Broadbean provides smart reporting functionality, with 100% accuracy so you can see exactly which sources work best for your business.

    So in essence, candidate sourcing best practice is getting all the best resources sorted and combining the best recruitment technology together, to give you a workflow which enables you to reach, engage and place the best candidates into your business. Simple really!

    If you would like any further advice or help with Candidate Sourcing Best Practice contact Richard on 020 7536 1661 or email Richard@broadbean.com

    Richard will also be speaking at The Job Post events taking place in April. Let us know if you want to attend.

    Topics: Broadbean , technology