Sourcing versus 360 Recruiting
As the job market shifts into a candidate-driven market, employers are scrambling to develop strong strategies that will help them attract top talent applicants. This demand has forced companies to look at new hiring strategies that will help boost their business above their competitors in an effort to onboard the most qualified candidates. Two popular hiring methods are sourcing and 360 recruiting.
While many employers may look at sourcing and recruiting as one in the same, some very important differences must be evaluated when decided which hiring method is right for your company. Below is a closer look at the distinct differences between sourcing and 360 recruiting.
Reactive versus Proactive Approach
In the 360-recruitment model, a recruiter seeks to fill positions on an on-demand basis. As soon as a position becomes available, the recruiter will use a variety of reactive tactics, such as job boarding and social media posting and posting announcements on the company's career page. These strategies allow the recruiter to obtain a large number of resumes in a short period of time.
Sourcing, on the other hand, takes a proactive approach. Rather than wait for a specific position to open up in the company, a sourcing expert continuously seeks to attract top-talent candidates. They engage with these candidates on a consistent basis, which enables them to identify a top-talent candidate as soon as a position becomes available. This approach can reduce the time-to-hire significantly.
Active versus Passive Candidate (or Both)
360 recruiters focus their attention on attracting active candidates - those actively looking for a job. The recruiter knows where active candidate are and how to attract them. This is why tactics, such as job board and social media posts, are so effective with this hiring model. The downside is that recruiters have a difficult time attracting passive candidates, which experts suggest make up 85 percent of the overall candidate pool.
By taking the proactive approach, sourcing experts can focus more attention on attracting talent. Rather than focusing on active or passive candidates, sourcing works to attract both. These experts utilize hiring metrics to determine who the best candidates are, what their online behavior is and why and when they are ready to change jobs. This data-driven recruitment approach enables sourcing experts to reach out to both active and passive candidate where they are. A large candidate pool typically results in higher-quality applicants.
Resume versus Relationship
Unlike a sourcing expert, who is responsible for one specific stage in the hiring process, full-cycle, 360-degree recruiters are responsible for the entire recruiting process from start to finish. With so much on their plates, many recruiters rely heavily on resumes to screen applicants. Recruiters know exactly what they are looking for in a resume. This method offers short-term results that can be beneficial for employers looking to hire many applicants for the same position, such as a call center representative.
Starbuck's Executive Chairman, Howard Schultz notes, "hiring people is an art, not a science and resumes can't tell you whether someone will fit into the company culture." This is the crux of the sourcing method. These experts work to build relationships. They look beyond the resume to identify the candidate's strengths and weaknesses and to determine if they are a good "fit" for the company or not. The sourcing method can help to foster the candidate experience and to provide long-term results for employers looking to boost retention rate, which can reduce overall recruitment costs.
The full-cycle, 360-degree recruitment method closely aligns with how many employers have been hiring for years. Today's job market, however, has shifted and standard hiring practices are no longer enough. Sourcing can provide higher quality candidates, reduce recruiting cost, enhance the candidate's experience and improve time-to-hire rates.
Contact Tulsie today to learn more about the sourcing method and discover how it can help you attract the "right" candidates.
Does a "360" Recruiting Model Work in a Candidate-Driven Job Market?
Experts believe that the biggest challenge businesses will face in the upcoming years is finding and retaining talent. Business leaders are feeling the impact of this as well. A recent study shows that 50 percent of companies rank hiring as the biggest obstacles they face.
One major factor contributing to this hiring frenzy is that the low unemployment rates have spurred a candidate-driven market. This has transformed the talent acquisition industry and has led employers to rethink their current hiring techniques, such as the 360 recruiting model.
The question many employers are now asking is, what exactly is the 360 model, and is it effective in today's job market?
What Is 360 Recruiting?
In many organizations, recruitment is a full 360 recruitment operation where a recruiter is responsible for the entire hiring process, from beginning to end. The recruiter handles job posting, applicant screening, phone calls, interviews and placement for all of the different vacancies of the company.
When Is a 360 Recruiting Model Effective?
The 360 recruiting model can work well for employers that are looking for candidates with a similar skill set. Since the recruiter must spread their time and energies over all stages of the candidate journey, they have minimal time to spend sourcing. This can lead to substantial problems when hiring for a multitude of positions. However, when seeking out candidates with similar skill sets, the recruitment process is simplified. Rather than focus their efforts on understanding different candidates types, the recruiter can develop a strong hiring strategy from start to finish.
When Is a 360 Recruiting Model Not Effective?
Unfortunately for many businesses, one-type hiring is not a reality. Most organizations are hiring for a variety of positions at the same time. With the 360 recruiting model, the recruiter would require a keen understanding of each type of candidate in order to know how to find them and start meaningful engagement. Without this level of insight, quality sourcing would be impossible.
What Does a 360 Recruiter Do?
A 360 recruiter oftentimes generates candidates using reactive mechanisms, such as company career websites, job board postings, and social media postings, or by asking potential candidates on social media platforms to apply for specific positions. This is referred to as the post-and-pray approach, where the recruiter posts the jobs and prays that the right candidate will apply.
The problem with a reactive recruiting approach like this is that it only gives access to those candidates that are actively looking for a job or those who have other motivational factors for changing jobs. In a candidate-driven market, this method will not only drive higher recruitment costs but it also is less effective in the age of record-low unemployment rates.
How Does Smart Sourcing Improve Corporate Recruitment?
Smart sourcing does not eliminate the need for in-house recruitment; rather, it helps to enhance the overall corporate recruitment process. Smart sourcing starts as the first stage of the hiring process and is focused on generating candidates through proactive (direct outreach) recruitment techniques. The smart sourcing function is designed to identify and engage top talent candidate, whether they are actively looking for new job opportunities or not.
A smart sourcing expert understands the candidates, no matter what the industry. They know their online behavior, where to find them and how to engage with them. Once this initial contact is made with the prospective candidate, the corporate recruiter can move forward to set up interviews to engage and entice the candidate to consider a position with the company.
Smart Sourcing can reduce the time-to-hire, improve the quality of candidate and enhance the candidate experience by helping companies find the best talent for their specific positions. While 360 recruiting is ideal for some companies, a dedicated sourcing function can reap higher rewards. Learn more about smart sourcing and about how it can improve your overall recruiting strategies by contacting Tulsie today.
Social Recruitment: How to Go Beyond the Typical LinkedIn Search
Recruiting with social media is no longer a unique recruiting tool but rather the norm. In fact, a recent survey shows that 92 percent of employers now use social media for sourcing new hires. For many recruiters, social recruitment means using LinkedIn to find, identify and attract top talent candidates. However, since nearly every recruiter is using this social media platform, the best talent can receive as many as 10 to 15 messages every day from recruiters.
In a busy and noisy platform, such as LinkedIn, how does your company stand out? How do you ensure your message makes an impact and that it isn't simply deleted or lost in the sea of many other recruiters?
Here are 5 tips to help you create a robust social recruitment strategy that goes well beyond the typical LinkedIn search.
1# Analyze Hiring Metrics
The advancement of digital technology gives employers a range of hiring metrics right at their fingertips. This real-time data enables companies to make sound hiring decisions, which can improve their ability to attract and retain top talent. Tracking and analyzing these data-driven recruitment metrics, such as unique visitors, conversion, quality or source, number of engagements and cost per hire, can help employers determine which recruiting strategies are working or which techniques need to be modified or eliminated.
2# Create Candidate Personas
For years, companies have used consumer personas to help create tailored marketing strategies for a target audience. This same strategy works well when trying to hire the ideal candidate for your company. A candidate persona can help you identify candidates that not only have the necessary skills but those that also will "fit" well within your company culture.
Although some factors may overlap, a different persona should be created for each position within the company. Start by interviewing your current employee's to get a thorough understanding of the position, the work involved and the type of candidate that would be ideal.
3# Understand Candidate's Motivational Factors
Understanding what motivates prospective applicants to change jobs can help you develop a strategic hiring plan that allows you to attract both active and passive candidates. Is the candidate looking for training and development? Growth within the company? Thought leadership? Matching company culture? Flexible work schedule? Having a clear understanding of what potential applicants in your specific industry want will enable you to cater your recruiting content and techniques to meet their specific needs.
4# Track Candidate Behavior
The latest statistics show that 81 percent of the people worldwide have at least one social media profile. While this staggering figure explains the need for a social media presence, it does little to help you know where to find top talent candidates. LinkedIn certainly is one of the most popular recruiting social media platforms, but don't forget the importance of other sites like Facebook, Instagram, and Twitter. Tracking candidate behavior across different social channels and vital metrics, such as the source of hire, can help you determine where your ideal candidates are likely to hang out and where to focus your recruiting strategies.
5# Master Online Marketing Techniques
When it comes to sourcing top talent today, standard hiring techniques are not enough. Recruiters and HR teams are forced to think like marketers. Many of the same strategies used to attract customers can be used to attract candidates. Ultimately, this requires recruiters to create a dynamic candidate experience that engages with prospective applicants from the beginning to end of the hiring process. These online marketing techniques, such as paid advertisements, mobile-friendly applications, and interactivities, can help to attract the top talent candidates.
These 5 tips can help you take your recruiting strategies to the next level and Tulsie can help. We offer dedicated services to help HR departments and recruiters understand how top talent candidates think, behave and make career choices in a continuously changing job market.
This powerful sourcing information enables employers to develop data-driven recruitment strategies that do not just attract applicants but create strategies that attract the "right" candidates.
Seeking Passive Candidates: The Benefits of Smart Sourcing in Recruitment
Record-low unemployment rates, as well as the rise of online job boards and career sites, has transformed the job market from an employer-driven market to a candidate-driven market. While a simple online job posting may still have the power to generate an onslaught of interested candidates, it is the quality of those candidates that is lacking. In fact, 45 percent of all businesses claim to have a difficult time attracting qualified candidates.
The Need to Attract Passive Candidates
The problem is not that top talent candidates don't exist. It's about knowing where to find them. Posting job announcements may generate interest from those actively looking for a job, but in a market where as much as 85 percent of the talent pool are passive candidates, this tactic is not enough. Chances are that passive candidates aren't searching the online job boards on a regular basis. In order to tap into the entire talent pool, your recruitment strategy must include smart sourcing.
What Is Smart Sourcing?
The standard, full-cycle recruitment process puts the recruiter in charge of the entire hiring process from sourcing potential candidates to making the job offer. Smart sourcing, on the other hand, places an emphasis on understanding your ideal candidates first, in order to create customizable value that enables you to connect and attract your most prospective top talent candidates, by moving sourcing from a practice within the recruitment process to a full stand-alone function.
Why Smart Sourcing for Recruitment?
According to the Society of Human Resource Management, more than two-thirds of the organizations surveyed admit to having trouble finding the right talent for their job openings. With so many businesses having trouble attracting the right candidate, is it easy to see why there's a need in the recruitment process to identify your most prospective candidates, know where to find them and how to start a meaningful conversation.
Sourcing agents focus on one thing and one thing only: attracting the best candidates for the position. They understand candidate behavior data and provide the hiring team with insight as to how prospective candidates think, act and behave online. Smart sourcing in partnership with recruitment can help create a human-centric candidate experience and improve the overall quality of the candidate pool.
Benefits of Smart Sourcing
Today's recruitment is more competitive and more advanced than ever before. In order to be successful as a recruiter, you need to understand your candidates first, especially when you have the difficult task of recruiting passive candidates. Smart sourcing offers the solutions you need by identifying online candidate behavior, creating and developing meaningful on-going conversation with candidates, and providing value in each step of the candidate journey. Ultimately, smart sourcing is necessary in order to create a successful recruitment strategy in 2018.
3-Tips for Implementing Smart Sourcing
The following three tips will allow you to implement smart sourcing seamlessly into your hiring strategies.
1. Sourcing as a Dedicated Role
Smart sourcing must be implemented as a dedicated role in the hiring process. Sourcing agents typically work directly with the recruiter or recruitment team in order to create a seamless recruiting process for the candidate.
2. Align Sourcing Tactics with Recruitment Strategy
Your business should establish clear smart sourcing goals that align with the ongoing demands of the business. Comprehensive candidate profiles and personas will enable sourcing agents to develop sourcing tactics that attract the best candidates for the job.
3. Create a Continuous Candidate Pipeline
Companies must make the switch from a reactive hiring strategy, where they only start to source candidates once a position becomes available, to an active hiring strategy, where sourcing agents create a continuous pipeline of potential candidates. This can improve conversion rates and speed up the hiring process.
If your company wants to attract more passive candidates, you must make sourcing a priority. Tulsie specializes in smart sourcing solutions and can help your company find, attract and engage with the best candidates for your specific company. Learn more about Tulsie's smart sourcing solutions today.
How to Make Smart Career Choices in Today’s Job Market
There is no doubt, that today’s job market is full of great potential. Despite this potential, the job market is becoming increasingly difficult to navigate through, especially if you don’t understand the new rules of the marketplace. In the past, job seekers faced a “come as you are” job market, where skills obtained at one job easily transferred into a new job of greater or equal value.
This straightforward career path is a thing of the past. No longer can you assume the on-the-job skills you obtain will help you advance your career. In order to find success in today’s market, job seekers must be able to make smart career choices.
Why a “Reliable” Career Path Is a Thing of the Past
Not that long ago, employers valued skilled and loyal employees above all else. Unfortunately, the rapidly changing economy has forced employers to look beyond these admiral traits and require people who can change or adapt a new set of skills fast. For example, technology has transformed nearly every industry over the last decade or so. In order to stay competitive, companies must bring on employees that have the tech-savvy skills needed to move the company forward.
Since these sought-after skills are changing as rapidly as technology is changing, most HR departments have a hard time overseeing all the possible growth opportunities for their workforce. This makes it more important than ever that you manage your own career and know how to make smart career choices.
What Will It Take to Find Success in Today’s Job Market
In order to find success in today’s new job market, you must realize your own value and understand how your skills and talents fit into the market. You also must be willing to change your career path to meet the evolving needs of the market and manage your career as if you were managing a business.
Ultimately, this new way of career management will lead to more choices and more career options. Making informed decisions today will not only help you achieve your career goals, but it also will help you stay marketable in a constantly changing job market.
Understand How You Make Choices
Life presents us with different situations and infinite choices. Some decisions are simple and others life-changing. An easy career decision is where one alternative is clearly better than another. For example, working closer to home, a higher income or a better work-life balance are clearly desirable choices. Unfortunately, most career choices are not so easy because they have numerous advantages and disadvantages that must be considered. When faced with these dilemmas, it’s important to understand what influences our decisions.
Research in the field of economic behavior provides fascinating insights into why humans make the choices they do. The first important finding is that humans tend to make most decisions based on opinions that they have formed long before presented with a difficult choice. It’s common for people to form quick conclusions, or to actively seek out information that supports their decision while downplaying the information that doesn’t. Most people tend to assume they have all the information they need to make a sound decision. The reality is that most people forgot to take everything into consideration - they fail to see the big picture.
A second valuable study shows that decision-making is based on two cognitive biases: risk aversion and the framing effect. Risk aversion influences people to make decisions in order to avoid loss rather than in order to gain something new. The framing effect, on the other hand, makes people evaluate things differently depending on how they are described to them. These two cognitive biases can hinder your ability to make sound career decisions, especially in a new economy.
Thinking Fast and Slow Helps You Make Better Career Choices
In his fascinating book, “Thinking, Fast and Slow,” Nobel-prize winner, Daniel Kahneman, explains that every human being has two thought systems: fast and slow. Fast thinking is our gut feeling, which leads to impulse decision-making. The fast system prompts one to indulge in an ice cream without any thought for the long-term health consequences. Slow thinking takes more time. It’s the system people use when they’re reading complex literature or when they need to make a difficult decision. Fast thinking is useful when you need to make quick decisions. But fast thinking is full of misconceptions and cognitive biases. When it comes to career choices, it’s important to have the discipline to use your slow thinking, evaluate your options and consider the long-term consequences.
5-Step Plan to Strategic Career Decision-Making
Now that you realize that many the decisions you make are based on pure instant and without considering the bigger picture, you can understand why a different thought process is necessary when making career decisions. In addition, with so many factors influencing how you think and make decisions, it’s important to learn how to objectively analyze your career choices.
At Tulsie, we use a five-step plan to help professionals develop a strong decision-making process. This process will help you slow down your thinking and understand how you make your choices, as a way of improving your ability to make the right decision for you.
Step #1 – Long-Term Thinking
Most people have no problem thinking about short-term outcomes when it comes making decisions. However, if you want to make the right career decisions, it is vital that you consider the long-term consequences of your choices. Start by determining your objections and set both long and short-term career goals. Consider where you want to be in your career in the next six months, one year, and five years.
Step #2 – Stop and Listen
Take a step back and slow down your thought process. Stop and evaluate your thoughts. Jot down both the positive and negative things going through your mind in regards to the decision at hand.
Step #3 – Organize Thoughts
Organize your thoughts and try to determine which thoughts have merit and which ideas are based on your emotions or bias opinions.
Step #4 – Group Thoughts into Themes
Learn to identify your different thought patterns, biases and emotions. Group these thought patterns together into themes.
Step #5 – Challenge Your Thoughts
After identifying your biases and various thought patterns, it important to challenge those thoughts by widening your scope of thought. This will give you a more realistic perspective of your various options.
In order to be successful tomorrow, you need to make smart career choices today. Switching careers or expanding your skillset is a big decision which shouldn’t be made based solely on emotions, salary or proximity to home. You must look at the bigger picture and how your choices today will affect your career in the years to come.
As a trusted resource for professionals who seek career satisfaction, not just another job, Tulsie works as a mentor to help you make our career goals a reality. We will help you see the job market from a different perspective and break down the mental barriers that may be preventing you from achieving career success. Learn more about how to make sound career decisions, by contacting Tulsie today.