Finding out and connecting with top-level talent is becoming increasingly difficult with each passing day. Moreover, right now with a pandemic wreaking havoc in the whole world, spotting quality talent is becoming more so difficult. However, now the limitations of being within the four walls of a confined space is not there anymore. This is the time to build that flexible workforce that you had always wanted to have but always procrastinate thinking one day you will get to it. Guess what? The time is here RIGHT NOW!
Looking for qualified candidates from the mass pool of recruitment is the most critical part of the recruiting process. It can also be the toughest – especially if you’re waiting around for the right job seekers to apply to join with you. Instead, you can actually find them on your own with the help of different sourcing strategies. A professional talent sourcing strategy suggests that all niches and candidate channels on the web are searched for potential candidates. The leading step in candidate sourcing is to find a number of good candidates for an open position. Nowadays, recruiters are also using social networks and many job providing web portals to locate candidates.
Talent acquisition strategies are articulated to fit a certain industry and targeted profiles so that the best candidates can be found. A successful strategy requires some important ingredients like: dedicated sourcing resources, sourcing expertise, and the supporting technology. This approach is inadequate because the work is not entirely focused on candidates sourcing.
Online candidate assessment
With online skill assessment and technical knowledge options are becoming less costly and more effective, online candidate assessment is progressing to the mainstream. Because the influence of this kind of assessment is high owing to the fact that it lessens unnecessary interviews and can considerably better the quality of hire. Nowadays, companies are conducting virtual campus drives where they use online assessment platforms like Evalground, HackerEarth, Mettl, HireVue etc. along with some of the Applicant Tracking Systems like applicant tracking system (ATS), which is a tool that enables companies to electronically manage their recruitment requirements.
The search for the right candidates might seem a daunting task, but the best place to find them is through social and professional networks. A successful sourcing is one who has a sound understanding of social networks, blogs newsgroups etc. A recommended way to search for and understand your candidates is by communicating and meeting with them. Here are some of the online platforms, which can help you out.
Twitter is one of the most functional platforms available for various purposes, sourcing being one of them. Recruiters can be on the lookout for interesting candidates who may tweet hashtags relevant to the job profile you are looking for. The advanced search option also provides efficient results in the quest for finding candidates. Its interactive interface allows talent personnel to easily communicate with potential candidates.
Google’s social media platform is the fastest growing social network in the history of social networks. Google + offers unique and different ways to connect with potential candidates. It provides recruiters and hiring managers with a vast platform to search and source. Users can engage with various candidates by creating circles with them. Through these circles, sourcing personnel can contact individuals and groups publicly or privately.
Meetup allows you to host, promote and browse events by category and location. This is a useful online tool to find proactive candidates who are willing to take the time out to know about the latest trends. Through Meetup, talent teams can also view a list of attendees and members who might be present at an event and can get in contact with the event without going for that event.
A resume database or CV repository is like an oasis in a desert. It is a talent pool ready to be tapped into by sources and doubles as a hub for keen job seekers. Resume Databases allow candidates to post freely (not in response to just one job description), provides facility to update their resume and also incorporate video and audio supplements. This is essentially a gold mine for sources who can scan through these platforms with the help of efficient search functionality. Here are some CV Repositories that can maximize your sourcing efforts.
MightyRecruiter consists of over 20 million resumes in its massive database. By signing up for a free trial, you can search, filter, and contact job seekers immediately. Talent acquisition teams are given 10 free views of any resume they wish to access, including all details of the candidate. Users can type in keywords in the candidate directory for more streamlined results.
HiringSolved provides a vast repository of candidates across the world and in different languages. A unique feature of this platform is “By Example” which allows sources to find talent similar to the ones they have uploaded onto the site.
Eresumex offers recruiters a global resume portal of candidates across various industries and a wide range of job titles. It is a free platform to reach out to top talent from around the world with the contact information provided. If you looking for an eclectic mix of candidates that will leave you spoilt for choice, this is your go-to site.
Applicant Tracking System
ATS or an Applicant Tracking System is one of the most unparalleled inventions that has happened in the recruitment industry recently. ATS in simpler words is software that screens and parses dozens and even hundreds of resumes and applications. And it will definitely take your recruiting manager or hiring team hours and hours to manually screen through the resumes. An ATS uses various algorithms to generate the results in an automated way and helps in narrowing down the best fit for the job opening.
ATS or Applicant Tracking System basically helps in filtering and giving a structure to the recruitment process, this way it is easier for the recruiting manager to filter out the more suitable candidate from the ones who don’t. That means, invariably an ATS is triggered to screen an application based on how it is written and not on what the information is conveying. ATS is becoming one of the primary ways of how companies these days are recruiting their new employees as well as keeping the required onboarding information of all their current and former employees.