Hiring is the most challenging process in any organisation. It calls for many other subprocesses that help in the success of the hiring part. Candidate sourcing is one of them and amounts to be a big challenge. In the urgency of the process, most recruiters may miss the best talent which indirectly affects the whole recruitment cycle.
Let's look at the possible mistakes that can be taken care of in the process sourcing candidates.
Cut and paste content
Linkedin is one the major sourcing channel wherein you could find umpteen number of candidates with their professional profile. Moreover, it also offers a feature of inMail where recruiters can contact directly to the potential candidates. However, some recruiters see this feature as an easy gateway building the pool of potential candidates. Problem? They end up sending the same message to each and every candidate which result in the unexpected bad response rate. Instead, personalise your message with each potential candidate and tweak your content as per the skills of the candidate.
Thinking only passive candidates are worth seeking
We certainly have talked about passive candidates can be the best resource for an organization, but thinking they are the only desirable resource is not the right approach to your sourcing strategy. Individuals who are proactive in their job search can also be the perfect fit for your organisation. Therefore, being proactive in the job search shouldn’t result in the labelling of non-desirable candidates.
Creating generic job advert
Thanks to the numerous job platform, it is not hard to believe that applying for a job is the matter of a few clicks. Which is why recruiters get countless number of resumes in their inbox through their job adverts. But, the trouble comes into play when recruiters have to filter the resumes one by one, which becomes a really cumbersome process, especially when the quality of resumes are not up to the mark. To avoid this situation, it is advisable to add one more step like two or three questions. This way recruiters wouldn’t get any random resumes in bulk.
Dependent on a single channel
Fishing from the same pond would eventually give you no new and less variety of fishes. This example best describes the problem that recruiters have if they solely rely on a single channel for sourcing the candidates. There are many different methods and numerous online portal that one can make use of to fulfill the sourcing hunger sufficiently. Utilise every possible resource to get the best resumes in your inbox. Find programmers on Github, Inmail the potential candidate on LinkedIn, post well-defined job description in your job advert are some of the methods that you can use.
Over-screening of resumes
This is the biggest hindrance in the productivity of recruiters and it also causes to build preconceived notion about the candidate’s skills. Spending too much time on each resume in anticipation that you would get a better information is simply not worth the trouble. Screening of resumes should be performed in a quick manner. If you couldn’t get much relevant information from the resume then simply call the candidate so that you wouldn’t have to compromise on good hire just because the resume is not much clear. We have written an article that may be helpful for you to screen the resume faster and better. Click here for the article Data Points - Sidekick for Screening Resumes
Look for only newly added resumes
The Majority of the candidates does not update their resumes on the job boards. There is a high chance that you could miss out on some good candidates because you may want to limit yourself to only look for those resumes that have been updated recently. Take your time to search all the possible potential resumes even if they are old. You would be utilising the job boards in a much better manner this way.