SOURCING

METHODS
The most common sourcing
methods are:
 Database or Candidate files - The candidate database is
the primary and on-going tool to long-term successful
recruiting efforts. The database is continually worked and
updated by recruiting personnel with pertinent data
regarding candidates and prospects being entered,
maintained, and manipulated accordingly. Over time, the
database will grow to contain an extensive repository of
information related to potential candidates and can
usually generate recruiting and candidate prospect reports
quite easily.
The most common sourcing
methods are:
 Internet Job Boards and Search
Engines – This is a tremendous resource
for identifying and securing active and
passive candidates and for obtaining
information on where you might find other
candidates that are not necessarily listed
on the Internet.
The most common sourcing
methods are:
 Social & Professional Networking Sites – LinkedIn, Facebook
and Twitter are the most well-known and are all tremendous
recruiting resources to reach candidates. But just having a
presence won’t return much of a result; you’ll need to learn the
in’s and out’s of the sites and their audience to realize the
potential these sites offer.
The most common sourcing
methods are:
 Headhunting is recruiting the top
management executives ,who are highly
skilled and resourceful and whose contribution
to the organization leads to success or these
employees are the competitive advantage of
the organization. eg,those employees who are
competitive advantage of some company is
offered the fancy designations and high salary
package and made to join their company this
process is called headhunting.
The most common sourcing
methods are:
 Your Client Employer - Your client can many
times provide you the names of their competitors
and where qualified recruits may be employed. If
your client has difficulty with this question, ask
him or her to review it with other members of the
staff and/or the sales and marketing department
in order to come up with the answer. People in
the Human Resources Department will almost
always have to secure this information from the
actual hiring manager. The hiring manager will
usually know this, or at least will have the
resources available to find out.
The most common sourcing
methods are:
 Referrals - It is standard procedure to ask
for referrals from your candidates and
prospects. This is an especially good source
of prospect names when obtained from the
employees of the specific companies you
might have targeted as a result of your
clients input.
The most common sourcing
methods are:
 Company Employee Directories –
Whenever possible, ask your candidate if
they can provide you with a company
directory. This can be a Goldmine! Your
candidates will surprise you and will often
gladly send you a copy. By contacting
personnel listed in the directory of a target
company, you will soon be directed to the
right party or referred to a qualified
prospect.
The most common sourcing
methods are:
 Company’s Information – This might include
the company’s web site or annual report. Often
times, most names will be of an executive
nature and can also be used for marketing or
account development. In recruiting, whenever
you identify a name of a person in a particular
position within a company, whether performing
an active search or not, note the name and title
in your files accordingly. You never know when a
job order will bring you back to that person, or
when a MPC will prompt you to call them as a
marketing prospect.
The most common sourcing
methods are:
 Periodicals and Newspapers – You will run
across names of key company employees at
any given time through your regular reading or
perusing of published articles. Like company
information, whenever you identify a person in
a particular position within a company, note
the name and title in your files accordingly.
Does the article lead you to believe that the
person may be a potential client or a potential
candidate? When in doubt, check it out!
The most common sourcing
methods are:
 Advertising – Basically, print advertising is
no longer the sourcing method of choice for
many recruiting firms. This is evident by the
reduced number of ads in your local papers
classified section. The Internet has
consumed the market and Internet job
postings is a very good continual source for
potential candidates. Any recruitment
advertising deemed necessary should be
focused within your target market area.
The most common sourcing
methods are:
 User Groups - Numerous associations and/or organizations
exist for the benefit of personnel within certain industries or
specific job categories. These usually meet on a regular basis
and have online forums and can be joined by recruiters to
create an awareness of candidate prospects, client prospects
and employment opportunities in the related market area, as
well as to make group members aware of their services
should they be needed at any time in the future.
 Emailings - Organizations that rely solely upon telephone
contact fail to reach many of their prospects. With this in
mind, opportunity bulletins and update requests can be
Emailed to individuals on an as needed basis as a final
attempt to reach the unreachable’. This also helps to update
the database and candidate record files through new updates
and deletes.
The most common sourcing
methods are:
 Blitzes - A means of acquiring a substantial number
of new candidates in a short period of time. It is
simply a weekday evening where each and every staff
member participates in the mass calling of ‘lost’ or
‘old’ resumes or records with the intent of updating
information and/or acquiring new candidates. Blitzes
should be performed on a regular basis as the need is
deemed necessary.
 Personal Acquaintances – You are proud of your
calling and should use any and all personal contacts
as a means to accomplish success. At any time
deemed beneficial, personal contacts should be called
upon as a source for information or assistance.
The most common sourcing
methods are:
 Public Relations – If a candidate or prospect takes the
time to send us a resume, it is only fair that we, in turn,
acknowledge that resume appropriately. Each and every
candidate from which a resume or inquiry is received via
email should receive either a reply Email acknowledging
their resume or a prompt phone call. This helps to build
long-term positive relationships with potential candidates.
Use creativity in the gathering of names for recruiting
purposes. Think in terms of whom you may contact who:
- Works For…
- Worked For…
- Buys From…
- Sells To…
- Lives By…
 Gathering as many names as possible at
the sourcing stage will help you maintain
your momentum throughout your search.
The more names you have, the more
recruiting calls you can make. The more
recruiting calls you make, the greater the
likelihood that you will uncover a selection
of qualified and interested candidates
to match to the job order.