Are you actively sourcing talents - or are you just sitting back and waiting for talents to find you?


Posted by Impactpool on Feb 12, 2017 5:02:57 PM
Find me on:

 In too many International Organizations, talent acquisition starts with a job posting. Where does it start in your organization? Many recruitment units get job advertisements under extreme pressure that must be posted now, now, now! Remember the message of this article the next time you are pushed by a client. By just investing five minutes on the right things, you can save weeks of re-advertisement and costs of low delivery.

waiting.jpg

 

Most organizations have the same talent sourcing challenges, and yet most recruitment processes still start with a job posting.

This is happening in an environment where many organizations don’t get enough qualified candidates, or not the candidates they want to reach, to visit their career sites. Most organizations are facing the same challenge: a static pool of talent. The same applicants return to the career site repeatedly, applying again and again for the jobs advertised.

Many organizations need better ways to access fresh networks and arenas where new talent can be found. What is missing? Take five minutes. It does not have to be more before you post a job, spend five minutes to reflect on strategic sourcing  of  candidates and outreach.

By starting the process with a sourcing plan and not the job posting, you will dramatically increase the chances of a successful recruitment. This plan can be made in five minutes and should answer the following questions: 

 

  • What is the objective of this recruitment (is it to find one talent,  five talents or to build a whole talent pool)?
  • What type of talent(s) are you looking for (expertise, education, language, nationality, gender? - does the profile exist? or do you need to work with the list of requirements to make it a "realistic" profile)
  • Where can your potential talent(s) be found (where is this profile engaged, networks, social networks, conferences)?
  • How can you best reach out to the talent(s) (social sourcing, executive search, targeted ads etc)?

 

CONCLUSION:

Today many organizations limit their pool of talent to the applicants that regularly come back to the jobsite. They jump the outreach part and just hope that suitable, experienced candidates will somehow find them and the job posting. They just sit back and wait for the talents to find them?


At Impactpool, we are specialists in sourcing talent for International Organizations. Contact us for a free consultation on how we can help you improve the quality of your next recruitment.

 

Photo source: Robert Gourley - Flickr.com 


 

RECOMMENDED WHITE PAPER  How to improve your organization social sourcing strategy Download

 


Comments

Stay connected!

Learn. Engage. Discuss. Share

Join our newslist to ensure that you receive all articles, debates, discussions that are posted here by professionals who just like you are passionate about streamlining and improving HR in international organizations.

Remember:

  • Contact us if you have something valuable to share 
  • By learning from each other (mistakes and successes) we get better results
  • It takes courage and decisiveness to move forward!

Subscribe to Email Updates