In today’s competitive labour environment, candidates find their way to a vacant position through numerous direct and indirect contact points and at different parts of the recruitment process.
When trying to decide the best approaches for reaching your target candidate pool, it’s not always easy to identify which recruitment sources should get your focus and funding.
Here are some of the key recruitment sources your organisation needs to leverage:
The first choice for posting vacancies is usually the company website. Candidates may arrive there via internet searches or are directed from other sites. Having vacancies advertised on your website allows you to capitalise on branding and to provide links to more detailed information about your organisation.
Social media sites have risen in importance as recruitment sources. Many sites offer services specifically for recruiters and job seekers, and their potential reach is a distinct advantage. Sites such as LinkedIn, Google+, Facebook, and Twitter offer branded job posting and application services and provide a means for links to company websites and direct conversation. Recruiters can reach out to potential candidates, and candidates can discuss job openings directly with the recruiter.
Job boards are another significant recruitment source based on online search technology. Specialised boards exist for career streams and geographical locations, enabling recruiters to reach target audiences quickly,
A solid succession plan and good talent pool data can make internal recruitment a first-stop source for filling new vacancies. Having employees whose performance is already known and who are familiar with the workplace is a distinct advantage. Another option is to recruit temporary staff to place in permanent roles should a vacancy occur that matches their skill set. In both these cases, advertisements and applications are often made via internal company portals.
Another recruitment source that leverages the existing workforce is employee referrals. Many organisations offer incentives to employees who successfully refer candidates to current openings.
Targeted career fairs are useful when looking for a specific type of candidate, for example, UAE Nationals or entry-level applicants from universities. Industry-specific career fairs also provide access to particular skill sets, such as software engineers or nursing staff. Organisations may also hold career fairs to attract external candidates, often for specific roles with large volume needs, such as flight attendants and pilots.
Many organisations enlist the help of external recruitment agencies who specialise in sourcing and screening candidates. For larger organisations, or those looking for specific skill sets, this may be the most effective and budget-friendly option. Typically, they are used to reach broader talent pools or head-hunt candidates in more senior roles or specialised industries.
Having a good understanding of recruitment sourcing options and being able to effectively leverage them is a crucial step in maximising your talent acquisition.
Read about Employee Onboarding.
Contact us at HRBluSky today to learn how we can help to support you in making your recruitment more effective.
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