Introduction to Talent Sourcing

Name: Introduction to Talent Sourcing
Author: LaWanda Robertson

This course covers the effectiveness of talent sourcing in recruiting. It discusses best practices and methodologies. It then demonstrates the key roles that…

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Course: On-Demand

Let's go over talent sourcing as a tool for recruiting, illustrating best practices and methodologies. You'll learn how research and data play key roles in talent sourcing. We will also discuss talent recruiting versus talent sourcing. And how talent sourcing fits in with the talent acquisition process. Talent acquisition is the strategic approach to procuring new talent for an organization. This is achieved through the process of recruiting. Talent recruiting is the process of finding, attracting, screening, and interviewing suitable candidates for open positions in an organization. The end result of talent recruiting is hiring and onboarding. Talent sourcing is the identification of potential job candidates through networking and research to transition them into job applicants. While talent recruiting usually depends on applicants who apply to job openings, talent sourcing is a step within talent recruiting that focuses on generating perspective applicant leads. Talent sourcing can provide a competitive advantage for recruiting top talent, and is critical to meeting talent acquisition goals. The primary purpose of sourcing is preparation, so that when a position becomes available, you'll have viable candidates in the pipeline to consider. To further that preparation, follow these talent sourcing steps. Build the ideal candidate profile. Maintain a clear understanding of your organization staffing needs. Collaborating with the hiring managers and reviewing job descriptions. Consider these questions. What skills are needed for each job? Are there specific educational or training requirements? Are there any must have competencies or prerequisites that separate average from ideal candidates? And how does that candidate fit into the company culture? Creating a candidate profile provides you with a useful tool in your search for the best candidates. Identify sourcing sites. Select resources to research your candidates. This can be overwhelming considering there are multiple options. Here are a few to get started. Social media. This option is vast. So keep your focus on professional sites. Networking. Reach out to personal and professional contacts for connections. You can also attend talent attracting events, such as seminars, job fairs, and high school or college career days. And email. Email marketing is a great way to gain the attention of passive candidates who aren't actively looking for employment. Contact prospective talent. Identify candidates from your sourcing efforts and initiate outreach. Here's what to keep in mind. Personalize your message. Don't overwhelm them with hiring process details. Keep the initial interaction brief and conversational. Remember the purpose is to confirm whether a connection is valuable. Send follow-up emails, whether or not they show interest initially. But keep the follow-up to a two email maximum to avoid flooding their inbox. If a contact shows interest or request more information, schedule a brief screening phone call or encourage them to apply. Transition talent into the pipeline. The outcome of this final step depends on how you utilize your sourcing. Is it to fill an open position or build a pool of candidates? For an open position, invite the candidates you've identified as suitable to become official applicants. This can be done either by sending them a link to your company's website, or asking them for their resume. The proactive nature of sourcing involves identifying potential candidates, even when you don't have any open positions. Your pipeline pool should be kept in reserve through an email list or log of contacts you regularly keep in touch with. Plan to touch base at least semi-annually, keeping your pool up to date on opportunities in your organization. This also allows you to see if they're still interested.

Intermediate Provider : LaWanda Robertson 3 Lessons · 8m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

This course covers the effectiveness of talent sourcing in recruiting. It discusses best practices and methodologies. It then demonstrates the key roles that research and data play in talent sourcing. Finally, it highlights the difference between talent recruiting versus talent sourcing, and identifies the place of talent sourcing within the overall talent acquisition process.

What You'll Learn

Identify effective talent sourcing sites for recruiting
Apply talent sourcing best practices and methodologies
Contact prospective talent using proven approaches
Use research and data to support talent sourcing
Distinguish talent recruiting from talent sourcing
Locate talent sourcing within the overall talent acquisition process

Key Takeaways

The course covers the effectiveness of talent sourcing in recruiting, including best practices and methodologies.
Research and data play key roles in talent sourcing.
Talent recruiting and talent sourcing are distinct, and talent sourcing sits within the overall talent acquisition process.
Learners are shown how to identify sourcing sites and contact prospective talent.

Frequently Asked Questions

What does this course cover?

It covers the effectiveness of talent sourcing in recruiting, best practices and methodologies, the role research and data play in talent sourcing, and the difference between talent recruiting and talent sourcing within the overall talent acquisition process.

What will I learn to do?

You will learn to identify sourcing sites and how to contact prospective talent.

What topics are included in the lessons?

The lessons cover Talent Recruiting and Sourcing, Talent Sourcing Strategies and Methods, and Research and Data.

How is talent sourcing positioned relative to recruiting?

The course highlights the difference between talent recruiting versus talent sourcing and identifies the place of talent sourcing within the overall talent acquisition process.