How To Source Some Great Talent For Your Company

As a recruitment professional, you are likely thinking of all the ways you can source great talent. But where to start? Here are a few tips: attend industry-specific events, host meetups, and use social media to your advantage. After meeting with candidates in person, they’re much more likely to respond to follow-up messages. And remember, sourcing is a team sport. Invite your colleagues to events, too.


LinkedIn is a great place to source top talent for your organization. The database contains over seven hundred million members, fifty million companies, twenty million jobs, and 90,000 schools. You can use this data to understand the diversity of your talent pool, as well as see how your competitors are doing. Here are some tips to make your LinkedIn presence stand out. Here are three tips to increase your company’s visibility on LinkedIn. Read on to learn more about how you can source great talent.

Join LinkedIn groups. LinkedIn groups are a great place to find thought leaders and available workers. Joining a group that relates to your industry or role will help you identify your next employee. The best candidates will be active in these groups, where they read posts, weigh in on conversations, and contact other members. If you are having trouble finding potential candidates, use your profile to start a conversation. Then you can contact them directly.

Post your job opportunities. You can post links to your job posts for free or pay to boost your exposure. Use LinkedIn Recruiter or Talent Hub to maximize the reach of your postings. Consider the frequency of posting your job offers to avoid wasting money. Keep in mind that LinkedIn is a social network and may have a high turnover rate. As long as your company is brand-conscious and has an active community, it is a great place to post job opportunities.

Use your connections. LinkedIn relies on connections within its networks to connect professionals. Your connections can introduce you to job candidates, freelancers, and former colleagues. LinkedIn allows you to add up to 300 characters in a connection request. Remember to personalize your messages to avoid appearing chauvinistic and unprofessional. When recruiting on LinkedIn, keep in mind that the right candidates may not be actively searching for a job, so LinkedIn is a great place to find them.

Employee referral programs

When considering a candidate referral program, remember to create a simple and transparent process. People like to know what’s going on in the process, so you need to keep communication with the referrer open and honest. Make sure to include clear instructions for the referrer, as well as job descriptions and company requirements. Ultimately, your referral program will help you source great talent without paying any recruitment fees.

Managing employee referral programs doesn’t take a lot of time. Employees are your most important brand ambassadors. When an employee is happy, they will tell their friends and acquaintances about their employer, and this referral will carry a lot of weight. Similarly, 35 percent of employees will refer an open position to a friend or colleague. Only 6% will suggest a candidate for money or recognition. Referral programs are not a replacement for other recruiting activities; they should compliment them and complement each other.

Offering referral bonuses is a great way to motivate employees. Not only will this create a larger pool of qualified candidates, but it will also encourage existing employees to seek out potential candidates within their own networks. To make employee referral programs more effective, you should experiment with the monetary incentive amount. Test out different amounts until you find the right combination of financial and non-monetary incentives for your team. Consider offering a referral bonus to an organization that provides valuable services to employees.

Aside from sourcing great talent, employee referral programs are great for morale. Those who have been referred to a great company will tend to stay in the organization longer. Furthermore, they will feel more appreciated and motivated if the referral comes from someone they know and trust. In turn, this will increase their loyalty and motivation. When employees are treated like family, they are likely to stay longer.

Social media

Recruiting candidates through social media can be an extremely effective way to expand your candidate pool. Social networking sites such as Facebook, LinkedIn, Twitter, and Dropbox are a great way to engage passive candidates. These networks can also help you approach people who have expressed an interest in working for your company before they look for a new position. Using social media to source candidates can be a great way to build relationships with future employees.

Start by looking at the social networks that your potential employees are already using. Consider using LinkedIn, a professional networking site, as well as Instagram and Snapchat to attract passive candidates. Follow companies that have been successful using these platforms to gain inspiration and gain insights. If you are not sure how to use social networking, try reading case studies and following corporate accounts. Once you’ve found some promising candidates, you can begin sourcing them.

Job boards

Although the use of job boards is an effective way to find new candidates, it isn’t without problems. The quality of candidates is often poor, and many job seekers don’t read their profile or apply to all the jobs they find. Furthermore, nearly 85% of the workforce doesn’t even glance through the job boards. In order to source the best talent, employers need to think outside the box. Here are some tips on how to source great talent through job boards.

First of all, make sure the job description is relevant to the skills needed. A job description that links to the talent needs of a company is more likely to attract several great candidates than one or two. Include the type of work, working environment, and personality traits that you’re looking for. You can also post more than one job listing. This way, you can increase the chances of finding multiple top candidates. This can help you to get better results than if you only use one or two job boards.

Once you’ve found some candidates with the right profile, post an advertisement on a niche job board. Niche job boards allow employers to target specific demographics or industries. These types of job boards are the best options for companies that are looking to hire specialists with specific skills. The downside to using niche job boards is that you may be limited to fewer applicants, but you’ll have the right candidates for your company.

Another option is to look at branded employer profiles. Cleverism offers a number of branded employer profiles, as well as a wide variety of resources for job seekers. It also has AI-driven search filters. Mashable, an independent online news website, offers an opportunity to advertise your open position to 45 million people with social media followers in 12 different countries. Another popular option is DiversityJobs, which claims to reach 6.5 million job seekers a year.

Recruiting events

There are a variety of ways to source great talent. Traditional, in-person events are a great way to meet candidates in person and gauge social skills. Virtual events, on the other hand, can be a great way to screen candidates virtually. Organizing virtual events allows recruiters to conduct a speed-dating-style interview with candidates. For small events, break-out rooms can be useful for smaller interaction with panelists.

In addition to attending recruitment events, you should also attend industry-specific meetups or industry-specific events. By attending these events, you’ll find fewer competitors, and candidates will be more likely to respond to follow-up messages and resumes. Also, make sure to invite other employees to attend these events, as sourcing is a team effort and should be done in conjunction with other departments. Here are some great events to attend:

Talent sourcing can be defined as the systematic search of potential candidates to fill open positions. This process involves outreach recruiting, including building an employer brand, educating candidates about company benefits, and sharing the company’s job description and culture. Some examples of outreach recruiting are exhibiting at trade shows, promoting on social media sites, and networking with potential hires. A variety of online venues can also be used to source top candidates.