How do you define and measure sourcing success in your talent pipeline?

Sourcing success in a talent pipeline is defined by the quality and fit of candidates sourced, and the efficiency of the sourcing process. It's measured by metrics such as time-to-fill, candidate conversion rates, and retention rates. A successful sourcing strategy not only fills positions quickly but also ensures that candidates are a good fit for the company culture and job requirements, leading to higher retention rates. It's important to continually evaluate and adjust sourcing strategies based on these metrics to ensure ongoing success. If you have any additional thoughts or contributions, please reply to this comment. I always appreciate and look forward to hearing more from you. Thank you!

I'm going to shoot my personal perspective. Having been a Recruiter & Headhunter for quite some time I've been confused by the keyword "Sourcing" as for me refers to collecting Resumes CV and dumping them on someone without the faintest idea of their quality. The closest definition I have with respect to the definition of Sourcing given here is that of a Headhunter: ?? A Headhunter typically develops relationships position in a given industry. They usually have their own data based runned by a research assistant. They rarely go out to find candidates as always the do their searches within their data base. ?? And if the search turns negative, they pick up the phone ??or LinkedIn an start asking referrals. Industry Research kills Sourcing

I like to connect with my team & understand our goals and priorities. We need to be on the same page & working towards the same goals. I believe in keeping things simple/focused, so we hone in on a few key objectives that align with our TA goals. I like to get creative and think outside the box when sourcing talent. Whether it's leveraging social media, attending networking events, or tapping into employee referrals, I'm always exploring new avenues to find the best candidates. I set clear metrics/benchmarks for our sourcing efforts. Whether it's tracking the number of qualified candidates sourced, monitoring conversion rates, or assessing candidate satisfaction, I want to ensure that we're making progress toward our goals.

Defining sourcing objectives without past data is like shooting in the dark. To go SMART, know your terrain first (past recruiting history). Here's the real deal: - Scan past hires: learn what worked, what choked. - Market Intel: where's the talent? Know your industry's hot spots. - PTR Reality Check: Use your pass-through-ratio to predict how many candidates you'll need to net one hire. From this, draft a strategy that's not just SMART but razor-sharp. You'll know precisely where to hunt and how many candidates you'll need to engage. Outcome: SMART objectives that actually make sense.

- Ensure you have a clear understanding of your requirements and collaborate closely with your Hiring Manager. You should thoroughly comprehend their specific needs. - Verify whether the desired candidate profile is already in your existing candidate pipeline to avoid redundant efforts. - Focus on the relevant networks and consider becoming part of pertinent communities. - Develop a market mapping strategy to identify companies where potential candidates may be located. - Preparing your Boolean search queries is crucial. It is advisable to initiate the search with a highly detailed query and gradually expand it as necessary to streamline the overall process. It's essential to meticulously document all these steps within your objectives.

Diversity of shortlists and applicants is an interesting metric to look at when understanding how inclusive your sourcing process is.

I truly believe that we need to have another lens when are talking about metrics and KPIs especially when it come to sourcing/ hire. Instead of purely focusing on time to fill opening, we need a set of KPIs that measures the potential team members mindset and motivations. For example: is the person we bring in fit for the future of the organisation? Are they agile in their thinking and has a problem solving approach with a learning mindset. Do they have a gig mindset or they would prefer a longer stints; both can be great for the kind of organisation/ sector you are operating in! Just my 2 cents!

By tracking and analyzing the performance of various sourcing channels such as job boards, social media platforms, employee referrals, recruiting agencies, networking events, and career fairs, you can identify the most effective channels that attract the most qualified candidates. This will help you optimize your recruitment strategy and achieve better outcomes. By evaluating key metrics such as candidate conversion rates, source of hire, and return on investment (ROI) for each channel, you can make informed decisions and inspire your team to innovate and succeed in finding the best talent for your organization.

1- I'd collaborate with the team to define measurable KPIs that reflect sourcing effectiveness, such as sourcing channel performance, candidate quality, and diversity metrics. 2- Using our ATS and other tracking tools, I'd regularly monitor these metrics and analyze the data to gain insights into what's working well and where we can improve. 3- Adjustments would be made based on these insights to optimize our efforts and drive better results.

Best sources for new candidates Your pipeline speed (time-to-hire for sourcing) Sourcing productivity Quality of screening feedback Candidate experience

Your ATS is your go-to for sourcing analytics. But it has limits, such as 'mapped candidates' which often stay off its radar. Here's how to fill in the gaps: - Mapped candidates: they don't appear in your ATS. You'll need external tools to track this elusive group ? My 2 cents: I only track those for complex search. - Pipeline Strategy: best for long-term roles. This way, you're not just reactive; you're preparing for future needs. - Adopt a nurturing strategy to focus on candidates who are qualified, interested, and timely. - Diversity Goals: track your diverse candidates and adapt your sourcing strategy accordingly. Remember, make your ATS the core, not the whole universe. It guides you but doesn't have all the answers.

1- I'd ensure that our ATS and other systems are configured to capture relevant sourcing data accurately. 2- Regular data analysis would be a key part of my routine, allowing me to spot trends, identify patterns, and make data-driven decisions to enhance our sourcing strategy. 3- I'd also stay informed about industry trends and best practices to continuously refine our approach and stay ahead of the curve.

In the realm of talent sourcing, data reigns supreme. By analyzing sourcing metrics, organizations can pinpoint successful strategies and areas needing improvement. Creating detailed candidate personas based on data about qualifications and personal attributes allows for a targeted approach, ensuring that the sourcing efforts are directed towards the most suitable talents.

Keep track of the candidates you have sourced and contacted but this isn't the right timing for them (for whatever reason). Take advantage of the systems you and your organisation are using (ATS, CRM, Google Spreadsheets, etc) and make sure these profiles are stored in a place you can access when a new role comes up. Always add as much information as you can (about salary, location, remote work, etc.), so it's easy to get back to it and understand if it makes sense to engage once again!

To ensure a diverse and inclusive talent pipeline, it is important to assess the diversity of candidates sourced through various channels. This can be achieved by tracking metrics such as demographic representation, diversity sourcing effectiveness, and diversity hiring ratios to measure progress toward diversity and inclusion goals. It is also important to gather feedback from candidates about their sourcing and recruitment experience in order to identify areas for improvement. This feedback can be collected through surveys, interviews, and candidate satisfaction scores to gain insights into communication, transparency, professionalism, and overall satisfaction with the sourcing process.

To boost your sourcing success, define your ideal candidate profile, use multiple channels to attract diverse talent, and build lasting relationships with candidates by offering value and feedback.

Measure and Analyze: Regularly review your sourcing strategies and analyze their effectiveness. Adjust your approach based on data and feedback.

Best practices in sourcing pivot around utilizing diverse sourcing channels, and prioritizing candidate experience. Keeping abreast of industry trends and leveraging technology for process automation are key to enhancing sourcing efficiency. Personalized and authentic (!) communication with candidates significantly enhances engagement, portraying a genuine interest in their potential contribution to the company.

I'm a fan of a "go where the others don't" kind of approach. Everyone knows LinkedIn is like an iceberg, so how do you go to the bottom of it? I personally like to take a more behavioural approach, where you search for behaviours instead of certain keywords. A Java Engineer doesn't necessarily have the keyword "java" in their profile, but they will show behaviours of someone who is (very likely) a software engineer working with Java!

Common challenges in sourcing include poor candidate experience and over-reliance on a single sourcing method. To counter these, it’s essential to enhance candidate engagement through authentic conversations, diversifying sourcing channels and maintaining a strong employer brand to attracting and retaining top talent.

Sourcing via title is a sure way to land you in a challenging situation. So many industries have differing titles for similar roles. I see sourcers reliant on looking for existing titles in an area where the title isn't used. Another is really understanding why you are not getting responses. Read their full profile, create a message to that person highlighting where you see a match on their profile to the job description. I also suggest AB testing your messages. LI and other tools make this easy in their dashboard for reporting and you can see what message does well.