Sourcing Versus 360 Recruiting

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.

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Social Recruitment: How to Go Beyond the Typical LinkedIn Search

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.

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Benefits of Smart Sourcing in Recruitment

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.

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Social Recruitment trends 2018

5 Social Recruitment trends for 2018

If you are looking to hire top talent in 2018, you will have some fierce competition on hand with the national unemployment rate hitting its lowest level in a decade at 4.1 percent. This means that the days where we had no shortage of qualified job applicants and were flooded with resumes from overqualified job seekers are a thing of the past. Today, the opposite is true hiring new employees. Finding, engaging and hiring a great candidate will take more time and effort from the HR department or recruitment teams than placing a few job ads.

If you are responsible for hiring in-demand talent for your company, it is important for you to understand the next 5 hiring trends of the upcoming year.


1. Forgo the job boards and take a more active approach to finding top talent. 

Low unemployment rates translates into employers seeing major competition among qualified candidates, especially on job boards. This is largely because advertisements on job boards typically only target those who are actively seeking employment. The majority of the best talent that your company needs is already employed and doing great work for your competitors. They aren’t actively looking for a new position and as a result, do not browse job boards. If you need to hire an in-demand candidate fast, and take this route, placing job ads can be a costly affair. This is because you need to target and re-target your message on different job boards in order to find the best prospective candidates.

If you need to stay within the planned recruitment budget, a post and pray approach isn’t the best recruitment strategy for 2018. Instead, turn to a more active approach with a sourcing strategy that attracts top candidates faster. This saves a lot of time and garners better results.

2. Create a strategic social recruitment approach to stand out among the crowd.

We live in a candidate-driven job market. The market concern isn't really about candidates worrying about landing jobs so much as it is about companies competing for those hard to find candidates. If a job ad can’t attract the best candidate for the job, many recruitment teams will apply the next logical step in the recruitment process - to go online. Recent studies estimate that a staggering 92 percent of recruiters utilize one or more social media platforms to reach out to prospective candidates. While the majority of these recruiters, around 87 percent, rely on LinkedIn alone. Social Recruiting has become an overcrowded marketplace, where more than one recruiter is targeting the same in-demand talent.

To develop your social recruitment efforts in 2018, recruitment teams needs to ask the question: “how do we get noticed in a crowded and noisy world?". In order for Social Recruitment to be successful, it must be the starting point in a broader strategic social framework, which helps you to: understand your candidate better while also enabling you to attract, engage, and hire the greatest talent the market has to offer.

3. Develop a unique employee value proposition (EVP) for social recruitment.

Nowadays, social recruitment means a lot more than just posting job ads or approaching potential candidates on a variety of social networks. In order to stand out, you need to have a creative and compelling story to tell that will make a difference in the life of the prospective candidate.

One of the first steps in an effective social recruitment strategy is designing a successful employee value proposition. This engaging proposition can communicate your company's unique values while also allowing you to develop a tailor-made message for every stage of the prime candidate's journey.  By understanding your candidates' personas with this tactic, you will have a better grasp on when and why they will make a career move. Crafting the right engaging message is not only important in a successful recruitment strategy in 2018; it is vital to remaining relevant in the hectic lives of in-demand talent.

4. Focus on creating a personal and authentic candidate experience

If you spend a considerable amount of time and resources in hopes of finding the best candidate, it is crucial to ensure that you continue to remain focused on the candidate experience during the recruitment process. Candidate experience is one of the most highly regarded topics when it comes to recruitment strategies in 2018. It is directly tied to the overall recruitment performance of your team. If applied effectively, this tactic can help you lower the cost of hire and lessen the time it takes to fill a requisition.

Providing an exceptional candidate experience requires a deep understanding of your ideal candidates. It is the first step in the process of creating a more personal and authentic candidate experience. Through each stage of this process, you are able to offer a valuable experience to the prospective candidate while encouraging them to engage with you much faster than through other methods. 

5. Build a flexible hiring climate to hire in-demand talent faster

Unfortunately, a one size fit all approach isn’t an ideal recruitment strategy for 2018. Qualified candidates are in-demand, and it’s possible that if you take too much time in making hiring decisions, your most prospective candidate will have already accepted another job with a competitor. Once your ideal candidate is in decision-making mode, your hiring process needs to have a built-in sense of flexibility where no rigid rules will apply. This will allow you to streamline the process of allowing the best candidate to come aboard In this candidate-driven job market, the ability to adapt is a must.

Going into 2018 you will likely spend more time and effort on recruiting the best candidates for your company. Not only will job boards give you fewer results, your social media efforts will need to be more creative to help you stand out among the crowd. By understanding your ideal candidates, you be able to match their qualifications to your needs. This, in turn, allows you to locate the best candidates and provide an exceptional candidate experience. If time is of the essence or you don’t have a broader strategic social framework in place, consider using a smart sourcing company.

With the assistance of a smart sourcing company, you can start a conversation with a prospective candidate much more quickly and reduce the overall time it takes to fill a position. This is a highly efficient and cost-effective strategy for recruiting top talent in 2018.

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Tulsie | Social Recruitment

Social Recruitment: succesvol toepassen in 5 Stappen

In de afgelopen 6 tot 8 jaar is de functie van recruitment sterk veranderd. Niet alleen is de wijze waarop wij in de afgelopen 10 jaar vacatures plaatsten drastisch gewijzigd, ook hebben wij in ons vak te maken met allerlei nieuwe technologische ontwikkelingen. Samen met de massale opkomst van social media, de vergrijzing en versnippering van ons toekomstig arbeidsaanbod, vragen al deze ontwikkelingen van iedereen die zich met werving en selectie bezighoudt om anders te denken en werken in recruitment.

Anders werven in economische betere tijden
Uit cijfers van het CPB blijkt dat de economie steeds meer zal aantrekken over de periode 2018-2021 en dat we te maken krijgen met een beroepsbevolking die continu verandert en veroudert. Niet alleen de samenstelling wijzigt in snel tempo, ook zal het arbeidsaanbod uit verschillende generaties bestaan. Waarbij elke generatie zijn eigen specifieke kenmerken, drijfveren en attitude heeft.

Met als gevolg dat het voor recruitment steeds belangrijker zal worden om direct aansluiting te vinden bij de juiste doelgroep om sneller openstaande vacatures te kunnen vervullen.

Waarom een nieuwe wervingsmethode ontwikkelen? 
Kandidaten hebben het druk, zij leven grotendeels in een mobielgedreven wereld en hun aandacht is versnipperd. Ondanks het feit dat zij honderden verschillende jobboards en vacaturesites tot hun beschikking hebben om vacatures te vinden, laten cijfers van CBS zien dat kandidaten de voorkeur geven aan meer gerichte, gepersonaliseerde sociale werving. Hierdoor verliezen de klassieke vacaturesites aan populariteit. Daarnaast hebben we te maken met een kandidaatgedreven arbeidsmarkt die maakt dat kandidaten steeds selectiever kunnen zijn in hun zoektocht naar een nieuwe baan.

Dit betekent concreet dat het steeds belangrijker wordt voor bedrijven om sneller met de juiste kandidaten in contact te komen. Simpelweg omdat de meest geschikte én gewilde kandidaten vaak niet actief of direct op zoek zijn naar een nieuwe job. 

Het nieuwe werven is meer dan alleen het matchen van vraag en aanbod
Met de komst van het internet en de explosieve groei van social media is het nieuwe werven, oftewel social recruitment, meer dan alleen een kwestie van het matchen van vraag en aanbod geworden. Social recruiting volstaat niet met het posten van een vacature of het e-mailen van een linkje van de openstaande functie.

Social recruiting is het begin van een Candidate Engagement proces waarin de recruiter een  breed strategisch social framework opbouwt. Hierdoor krijgt de organisatie meer inzicht in:
- welke specifieke wensen de potentiële kandidaatgroepen hebben
- hoe kandidaten zich oriënteren op de arbeidsmarkt
- welke kanalen zij gebruiken in de oriëntatiefase en het zoekproces naar een nieuwe job
- wat de beste online en offline contactmomenten zijn om een waardevol gesprek te beginnen
- welke informatie en acties relevant zijn en passen bij de doelgroep, levensfase en verwachting van de potentiële kandidaat.

Succesvol online werven
Om succesvol online te werven is het voor een organisatie noodzakelijk om direct te kunnen inhaken op relevante wederzijdse interesses. Het doel is om relaties op te bouwen waarmee op termijn gecommuniceerd kan worden over bestaande en nieuwe vacatures binnen de organisatie.

Dit is het nieuwe werven waar de recruiter meer dan alleen een administratieve rol vervult maar ook fungeert als  Social Relation builder. Die met behulp van data, analyse en marketinggerichte acties de organisatie ondersteunt bij het opbouwen van waardevolle sociale relaties. In onze nieuwe wereld wordt immers het omzetten van kandidaat naar sollicitant - de gewenste candidate conversion - alleen haalbaar als er meer inzicht is in de gedragskenmerken van een kandidaat die niet alleen nu, maar ook in de toekomst bijdraagt aan het succes van morgen.

Maandagochtendacties om Social Recruitment succesvol te implementeren
Om Social Recruitment te implementeren en meer aannames te realiseren is informatie, kennis en inzicht nodig. Het proces start met het in kaart te brengen waar je met de organisatie staat. Daarna begin je met het opbouwen van een strategisch social framework. Hierdoor krijg je meer inzicht in het aanbod van potentiële kandidaten voor jouw organisatie, en kun je hen sneller motiveren om voor een bestaande of nieuwevacature in jouw organisatie te kiezen.

Maandagochtendacties die recruiters kunnen helpen om Social Relation builders te worden;

  1. Verzamel vanuit de organisatie relevante wervingsdata.
  2. Verdeel de wervingsdata-informatie in relevante conversiedata en beantwoordt de volgende vragen:
    • Welke wervingskanalen levert de meeste conversie op?
    • Wat is de plaatsingsratio per wervingsbron per vacaturecategorie?
    • Welke acties zijn er per wervingsbron ingezet voor het opbouwen van een relatie?
  3. Verzamel vanuit diverse interne en externe bronnen data over de meest ideale kandidaat voor jouw organisatie. Breng deze informatie samen in een kandidaatprofiel.
  4. Bouw verschillende kandidaatprofielen per doelgroepcategorie op waarin de specifieke wensen, kenmerken, drijfveren en attitude duidelijk naar voren laat komen.
  5. Breng per kandidaatprofiel in kaart welk traject de kandidaat aflegt naar zijn zoektocht naar zijn volgende stap in zijn carrière: hoe, waarom en wanneer gaat hij/zij op zoek naar een nieuwe baan?
     

Heb je vragen of wil je advies over de grootste wervingsuitdagingen voor jouw organisatie? Stuur ons een e-mail. Wij helpen je hier graag bij! 

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