The direct sourcing of candidates simply means an organisation recruits their workforce direct rather than utilising a recruitment agency. However, it is important to bear in mind that direct sourcing, without the service of an expert recruitment team, may consequently cascade internal inconsistent approaches with inappropriate appointments and missed opportunities.
Direct sourcing allows a company to form its own database of candidates and ultimately create a company’s talent pool consistent with their employment branding. If direct sourcing starts with the purpose of improving retention, then a company will save time, money and ultimately deliver business goals more effectively.
It is essential to remember the analysis of job applications demonstrates that candidates applying directly to a specific organisation want to be hired by that organisation, whereas candidates applying to agencies merely seek any employment. Research continuously reiterates the point that the vast majority of candidates seeking employment prefer to apply direct to a potential employer rather than reply to an agency advertisement where the employer’s identity is concealed.
A company’s website should enable potential candidates to apply online for current vacancies but more importantly permit subsequent applicants to register and express enthusiasm for future vacancies (thereby allowing a company to create their own database of applicants and structure a developing talent pool).
However it is essential to operate an efficient system of acknowledging, tracking and communicating with online applicants, in order to protect employer branding.
What is a job board? The chief purpose for any employer is to select a job board which will furnish the best results for their particular company. A job board is comparable to a recruitment agency or a jobseeker’s newspaper. Jobseekers will persistently scrutinise job advertisements and set up email alerts in order to receive information regarding a relevant job match.
Examining a job board
Organisations should firstly select an appropriate job board, considering the amount of time the job board has been in existence and the level of traffic, which a certain job board receives in order to establish an approximate volume of interest from candidates seeking employment.
A generalist job board is a recruitment website which includes a wide area of employment sectors and locations. Whereas a specialist job board will target a certain industry or venue.
Therefore, a company, will base their decision on whether to use a generalist or specialist job board depending on the particular requirements of the vacancy, as well as the probability of which job board would provide the most favourable number of eligible candidates.
An advertisement regarding a company vacancy on a job board should promote a company’s employer brand, as the power and influence of the company’s employer brand is a crucial factor in attracting and enticing suitable candidates.
Organisations should embody the cultural characteristics of a company into the individuality of their recruitment advertising, as well as cultivate and accumulate candidate communication in a consistent positive manner compatible with a company’s employment brand.
Before you write your job advertisement complete a job analysis and description. Include an overview of the company culture future vision. This information will help you write an advert that will attract candidates to your company.
A structured advertising and communication process will be prepared to produce acknowledgments and create feedback sessions. Many candidates go for interviews via an agency and then hear nothing for days, or in fact receive no further communication. This has a negative effect on the morale and esteem of a candidate, as well as damaging the company’s employment brand.
Social media is by no means a magical panacea to attract the best candidates by a cost-cutting process.
A candidate’s online application is becoming the first port of call for the majority of recruiters and applications are carefully analysed, streamed and vetted. Social networks permit employers, through the image and influence their employer brand, to tailor communication and contact the correct viewers. Nevertheless, for organisations to receive maximum use of social media recruitment, careful strategy is crucial, as it is not as simple as building a fan page.
A prosperous recruitment strategy requires substance, engagement and collaboration but does not mean it is cheap. Any social network or social media outlet will present numerous opportunities for recruiters to source candidates. The key element is to vet and source wisely.
Successful direct sourcing will only occur if a stringent recruitment process is in place to identify the most suitable candidates. One of the most crucial elements is that of cv filtering, it is therefore essential to vet and grade all cv applications equally, thereby establishing the groundwork of a company’s talent pool. A well-suited candidate can frequently be disregarded simply because their application is behind others. Research demonstrates the earliest applications receive the first and foremost concentration, this is because reading a cv can become monotonous and tedious. Whilst direct sourcing may appear an attractive alternative to utilising recruitment agencies, it goes with a ‘warning’ to support any recruitment campaign with a strict and coherent recruitment process.