What does Sourcing mean?

‘Sourcing’ refers to the process of identifying, attracting, and engaging potential candidates or talent for job vacancies within an organisation. It is a proactive approach to finding qualified individuals who have the skills and experience necessary to meet the organisation’s hiring needs.

Here are some key aspects of sourcing in HR:

Candidate identification: Sourcing involves actively identifying potential candidates who may be a good fit for a particular job or role within the organisation. This can be done through various channels, such as online job boards, social media platforms, professional networking sites, industry events, referrals, or direct outreach to passive candidates who may not be actively seeking new opportunities.

Talent attraction: Sourcing aims to attract the attention and interest of potential candidates by promoting the organisation, the job opportunity, and its associated benefits. This can involve creating compelling job descriptions, showcasing the organisation’s culture and values, highlighting opportunities for growth and development, and using targeted marketing techniques to reach the desired talent pool.

Candidate engagement: Sourcing efforts focus on engaging with potential candidates to establish a connection, build relationships, and encourage their interest in the job opportunity. This may include initial conversations, screening calls, or informational interviews to assess a candidate’s qualifications and suitability for the role. Engaging with candidates also allows for a two-way dialogue to address questions, provide additional information, and gauge their level of interest in the organisation.

Passive candidate sourcing: Sourcing often includes targeting passive candidates who are not actively seeking job opportunities but may be open to considering new roles if the right opportunity arises. This requires a proactive approach, such as leveraging professional networks, reaching out directly to potential candidates, or utilising specialised talent sourcing techniques. Passive candidates can bring unique skills and experiences to the organisation and expand the talent pool beyond those actively searching for jobs.

Talent pipeline building: Sourcing efforts contribute to building a talent pipeline or talent pool of potential candidates for current and future job openings. By continuously identifying and engaging with qualified individuals, organisations can establish relationships and maintain a network of talent that can be tapped into when specific roles become available. This helps to streamline the recruitment process, reduce time-to-hire, and ensure a steady supply of qualified candidates.

Data-driven sourcing: Sourcing activities can be enhanced through the use of data and analytics. HR professionals may utilise applicant tracking systems (ATS), candidate relationship management (CRM) tools, or other HR technology solutions to track and analyse sourcing metrics, such as the effectiveness of different sourcing channels, the conversion rate of sourced candidates, or the quality of hires from various sourcing strategies. This data-driven approach enables organisations to refine their sourcing strategies and allocate resources more effectively.

Overall, sourcing in HR involves proactively identifying, attracting, and engaging potential candidates to meet the organisation’s talent acquisition needs. It focuses on finding qualified individuals, building relationships, and establishing a pipeline of talent for current and future job openings. Sourcing efforts play a critical role in ensuring a robust and qualified applicant pool, facilitating efficient recruitment processes, and securing top talent for the organisation.