Today’s talent market is a new frontier. We’ve moved beyond traditional sourcing techniques – things like billboards and cold calls – to address advances in technology, skills shortages, shifting global dynamics, and increased competition. And amidst all the change, one thing has become clear: Sourcing success demands adaptation and innovation. If you want to be the company with the most qualified talent, you can’t wait for an open job requisition to go on the hunt. You must source in advance — and start big.
From social recruiting to communication campaigns to the application of real-time sourcing analytics, Jobvite came up with 5 must-have strategies currently dictating the future of talent sourcing and they are expressed in the below inforgraphics, happy reading
CATCHING BIG FISH
5 WAYS TO SOURCE TOMORROW’S TOP TALENT
From social recruiting to communication campaigns to the application of real-time sourcing analytics, here are 5 must-have strategies currently dictating the future of sourcing.
1. STORM THE SOCIAL NETWORKS
Social networks are familiar and intuitive and continue to be mobile hangouts for active job seekers, as well as passive candidates-who are the Holy Grail of recruiting, as they are
candidates with the right skills.
people credited social media with finding their current jobs, found the 2012 Social Job Seeker Survey by Jobvite.
Percentage of Active Job Seekers Using Social Networks to Find Work, by Network Preference:
2. ARM YOUR COMPANY WITH THE RIGHT SKILLS
The right skills are in short supply today, and that’s driving serious competition for talent.
According to the 2012 McKinsey Global Institute report, by 2020, companies will be unable to meet demands for 13% of the necessary high-skills workers and 15% of middle-skills workers.
What happens when you lack the right skills? 77% of companies see lower productivity, and 42% are less efficient, according to the 2012 Bridging the Skills Gap report by the American Society for Training & Development.
How can you be sure to have the right skills on hand?
STOP waiting for open job requisitions to source talent.
DO act fast to be competitive. Only 7%
START building your talent pool now.
of global companies dealing with skills shortages are currently trying to fill their talent through proactively sourcing skills, according to the 2012 Talent Shortage Survey by Manpower Group.
DON’T be afraid to target passive candidates. The only reason they’re not looking for work is because THEY HAVE SKILLS IN HIGH DEMAND.
3. KNOW THE RULES OF ENGAGEMENT
Remember, your goal is to convert prospects to candidates when the time is right, and that requires engaging communication that is:
4. HAVE THE RIGHT TOOLS
You need a Candidate Relationship Management (CRM) system that’s capable of helping you build, manage, and mine a lasting talent pool.
Seek Technology That:
Puts everything in C one place, accessible by those who need it.)
Allows easy prospect addition.
Shows social media (Creates and delivers innovation. communication
Integrates well and tracks everything.
CENTRALIZED DATABASE = Company Asset
SPREADSHEETS & STICKY NOTES = Massive Exit Risk
5. APPLY ANALYTICS
You’ve built your talent pool; now keep it fresh and full. That means no more guessing games. Sourcing is a dynamic and continuous process. You need current data on your sourcing progress that you can apply in real time. These 5 strategies will help prepare you to spot the big fish ahead. Just keep your eyes on the prize: a long-term talent pool and a highly qualified, high-performing workforce.