A 5-point sourcing guide for every recruiter

Every recruiter understands the grim realities of a tight job market. Sourcing the perfect candidate for a job can be tricky in a market where employers are being very particular about their talent needs. This makes it very essential for recruiters and HR professionals to use tactics and strategies that work to their advantage to help bridge the talent gap and gain an edge over the competition. This starts right at the top when you start sourcing for talent and ends with retaining these candidates for the long run. 

Our two-part guide helps you do just that. In our first part, you will learn how to attract talent through sourcing strategies that break the conventional mould of hiring. Read on.

Recruiters, the devil is in the details.

We understand that every recruiter has a battle of his/her own. We’ve identified that most recruiters face these five challenges the most budget constraints, long hiring cycles, not enough diversity in teams, building virtual teams, and dealing with hard-to-fill positions.

Here’s how you can overcome each hurdle: 

1. For the recruiter hiring on a tiny budget
recruiter on budget


According to Glassdoor, the average company in the United States spends about $4000 to hire a new employee.

Finding the right talent at the right time is by itself a mammoth task. Couple this with a shoestring budget and hiring becomes all the more difficult. This is when recruiters really need to tune their hiring process to maximize their reach and bring in the talent that their company needs.

If you have been in the recruitment space for some time, you must be leveraging free job boards to advertise open positions on popular sites like Glassdoor and Indeed. But that is the most you can do without much budget as it gets expensive to run sponsored job ads. This is when you can turn to these high-potential free avenues for talent:

  • Leverage social media – Social media platforms are great for generating interest in your company. Most job seekers are quite active on these platforms and some engaging content around promoting your jobs like a ‘behind-the-scenes’ video of an interview with an employee, photos of videos of the interesting work that your organization is doing, and interesting job descriptions and posts can go a long way in attracting the right talent.
  • Hire from online communities – Online communities and groups are great sources of talent waiting to be tapped. There are 3 main things to consider when you are planning from an online community –
  • What are the channels to leverage
  • What kind of messaging to use 
  • How to keep them engaged

For example, if you are looking at tech candidates, you might want to use e a platform like GitHub. Search for developers with the skills that would match the role you are hiring for, and start engaging with them by sharing some projects that your organization is doing in tech.

Here is a simple example of how tails.com tripled their engineering team using StackOverflow, another developer community.

“We use Stack Overflow internally and work with recruitment agencies because they really understand how we market ourselves and what the very important things are to mention when you talk about tails.com. 

There’s a lot to know about our brand and business, and particular things about the opportunities here that really grab engineers’ attention. And then, as I said, Stack Overflow is performing very well. And the rest of our candidates actually come from direct applications.”Mario Behrendt, Head of Engineering at tails.com

Likewise, this can be done for any role that you are looking to hire, tech or non-tech.

  • Set up a referral program – Employee referrals can be one of the most effective ways of finding potential talent if leveraged the right way. There is an element of trust which comes into play as an employee wouldn’t just recommend anybody. Since the candidate is someone that the referrer knows, you can be assured that the candidate is worth pursuing.
    These are a few points to remember while building an employee referral program:
  • Make job requirements clear. Include links to job descriptions while sending emails asking for referrals
  • Keep employees who have referred candidates updated on the status of their referrals
  • Acknowledge good referrers by giving out an occasional shout out
  • Offer great incentives, be it monetary or non-monetary

According to Recruiter.com, these are some of the top employee referral software solutions that you can use: Jobvite, RolePoint, Zao, Referagig, and Simppler.

Setting up an employee referral program? Take inspiration from Salesforce’s happy hours.

  • Salesforce employees have been paid a total of no less than $5.5 million worth of referral bounties.
  • The company organizes ‘Recruitment Happy Hours’, get-togethers where employees can invite the people they want to refer. 

This is a great, informal way for recruiters to get acquainted with potential candidates. And it’s fun for both the employees and their referrals as they can enjoy a few drinks together.

2. For the recruiter working on a tight timeline
Busy recruiter

According to SHRM, it takes an average time of 42 days to fill a given position.

Did you know that the most desirable candidates are in the job market for a maximum of 10 days before they get hired? This is the very reason why time-to-hire is such a crucial metric for most recruiters. There are several ways recruiters can shorten their time-to-hire as well as attract the right candidates: 

  • Build a talent pipeline using an ATS – Finding the right talent can be time consuming, but using HR tech tools that can automate most of the tactical hiring tasks, can help you streamline the process and make it much quicker. An applicant tracking system like Oorwin can help accelerate your candidate selection process. This AI-enabled system can help you:
  1. Locate candidates from various job boards and automate the process of building a talent pipeline
  2. Automatically filter and rank candidate profiles and give e you profiles that perfectly match the job role
  3. Keep in touch with a large pool of potential candidates through automated emails from the portal itself
  4. Make informed hiring decisions through in-depth dashboards and reports
  5. Provide a seamless candidate experience through digital onboarding
  • Look for speedy ways to screen candidates: Using an assessment tool to screen candidates can add time to your hiring process. Did you know?
  • A cognitive ability screening test can add 2.6 to 4.4 days to your hiring process. Mettl offers these tests.
  • A job skills assessment can add 0.6 to 1.5 days. HackerRank offers tech job skills assessments.
  • A personality questionnaire can add 0.9 to 1.3 days. Pymetrics offers psychometric tests.

A good screening process can dramatically bring down your time-to-hire without compromising on the quality of your hire.

  • Connect your hiring toolsIt is very important for the different facets of your hiring process to not work in silos. For this, the tools that you use should provide an option to integrate with each other and act as one cohesive platform right from pre-employment screening to your ATS to your employee onboarding solution. A talent management platform like this not only saves time but also helps you keep a track of applications and candidates along the way.

3. For the diversity-focused recruiter

diversity in recruiting

According to Glassdoor, 57% of employees want their company to do more to increase diversity

Diversity hiring has been the top priority for several organizations lately, and we believe this trend is here to stay. Why? Because according to Forbes and other studies, inclusive teams make better business decisions up to 87% of the time.The evidence is clear: companies with a diverse workforce clearly have a competitive edge over others. This is why most recruiters are being tasked with the job of increasing workplace diversity. Here are some ways you can do this:

  • Draft job descriptions that appeal to all

When creating a job description, be mindful of the kind of words you use in it. For example, using words like ‘rockstar’ and ‘ninja’ in a tech job description could create an unconscious bias against women developers. Making your job descriptions gender fluid will ensure that a diverse set of candidates apply to your organizations thus fuelling your diversity pipeline. Also, if you talk about your organizations’ commitment to diversity and inclusion in your job description, it can help your cause further.

  • Avoid discriminating on pedigree, age, and race

As a recruiter, try to proactively reach out to and include people from minorities, people with disabilities, and people from a variety of educational backgrounds. Also, today’s youth-driven culture and workforce could make some workers feel obsolete. It’s always good to consider the whole story and hire based on a skill-and-value-fit.

  • Use an ATS to eliminate bias while screening applicants

There is always  personal unconscious bias at play especially when a recruiter screens hundreds of resumes manually. You can limit this bias by opting for an ATS which can filter resumes to fit your criteria without allowing bias to creep in. With an automated process, it is easier to ignore certain demographic factors like age and gender where bias is most likely to creep in.

4. For the recruiter hiring a remote team

hiring remote team

According to Flexjobs, there has been a 91% growth in remote work over the last 10 years

A couple of years ago, working remotely was just considered a great job perk. This is no longer the case. Times have changed now and most recruiters quote this as the ‘era of remote work’. As time goes by, hiring remote workers will become the norm with 38% of hiring managers predicting that their staff will be predominantly remote in the next decade. This is great news for recruiters as it opens up a limitless talent pool. Here are some ways you can tap into some great remote talent.

  • Opt for collaborative hiring

It is important for future teammates to have the opportunity to assess, evaluate, and get to know potential hires especially if you are looking at building a remote team. Also, since virtual work is highly collaborative in nature, getting to know if the candidate would fit in with the entire team, and exhibits values that the team stands for is very important.

This could be a little cumbersome if you are hiring for remote employees as meetings need to be scheduled online multiple times sometimes in different zones. Investing in an ATS that can accommodate multiple users and facilitates team collaboration is key. Once you schedule these meetings, use video interview software to make candidate evaluation easier.

  • Post your jobs on niche websites

While posting open positions on popular job boards is something every recruiter does, advertising on niche job boards like Flexjobs and WeWorkRemotely can help you find remote candidates faster.

5. For the recruiter hiring for hard-to-fill roles

hiring for hard-to-fill roles

According to Manpower Group, 72.8% of employers are having a difficult time finding skilled candidates

With businesses growing at an increasing pace, organizations worldwide need workers who are skilled in multiple domains and sometimes these skills can be difficult to come by. Though we are working in a high-demand job market, there are only a limited set of people who are qualified enough to fill these open positions. This makes it all the more difficult for recruiters to attract top talent.

At times like these, recruiters should figure out better ways to source talent for these high demand and niche roles to increase the offer acceptance rate. Also, in most cases recruiters work within a set budget and time so finding talent with such limitations can get difficult. Here are some tips to help you hire candidates for these hard-to-fill roles:

  • Focus on early talent recruiting

Targeting young adults early in their careers can help you groom these candidates to fill up roles which are considered hard to fill. Job shadowing programs and internships can help keep your talent pipeline full for specific skills which are hard to find in the job market.

  • Build a recruitment content marketing strategy

Try to develop interesting recruiting content that would strike a chord with prospective candidates.This is a surefire way of building a great employer brand and will go a long way in generating interest in your organization and will help establish a brand recall for your organization when candidates search for jobs online.

  • Nurture passive candidates

There could be certain candidate profiles that you might come across on Linkedin or other channels which exactly fit the bill. But, these candidates might not be actively looking for a new job. Building relationships with these passive candidates can help you as they will be more receptive to job openings in the long run.

There you have it..our proven tips on attracting your dream workforce. Try them out and let us know how they work for you in the Comments below. If you’ve enjoyed reading this, you will surely enjoy our second part on how you can retain your top employees. Happy hiring!