What are the best ways to improve candidate sourcing with talent analytics?

The pursuit of the elusive "ideal" profile often leads hiring managers to overlook highly qualified candidates who possess transferable skills and capabilities that can be readily adapted to the role. This fixation on perfection can result in missed opportunities to acquire valuable talent. Talent Acquisition professionals should engage in open discussions with business stakeholders to highlight the potential costs of overly rigid hiring criteria. By advocating for a more inclusive approach, TA can help organizations tap into a wider and more diverse pool of talent and maximize their potential for success.

1. Identify your ideal candidate profile 2. Go beyond traditional sourcing channels 3. Use AI-powered tools for efficient sourcing 4. Personalize your outreach and engagement 5. Measure and adapt

Candidate sourcing is the process of finding and attracting potential candidates for your open roles. Talent analytics is the use of data and metrics to measure and improve your talent acquisition outcomes. By combining these two concepts, you can improve your candidate sourcing with talent analytics in the following ways: ? Use AI-powered talent sourcing and recruiting solutions to automate and optimize your sourcing process. AI can help you to find and reach out to passive candidates, match candidates to the best-fit roles, and personalize your communication and engagement. AI can also help you to reduce bias and increase diversity in your candidate pool.

Build a candidate persona to define your ideal candidate profile based on your job requirements, company culture, and business goals. A candidate persona can help you to target and attract candidates who are more likely to be qualified, interested, and engaged. A candidate persona can also help you to create more relevant and compelling job ads, emails, and social media posts.

I always measure the source-of-hire metric to identify where my efforts generate the best results and where I need to focus more energy. But it's more than just comparing channels like job boards, referrals, and social media - it's about going deeper into each one. In sourcing, for instance, I break it down into new prospects, Silver Medalists, those previously labeled as 'not now', and referrals from candidates we've already engaged with. You can even delve further, especially with new prospects, by tracking their responses – did they respond to a LinkedIn message, an email, or a follow-up? It's important to understand the efficacy of each step.

Optimizing your sourcing channels? Start with the data. It's not just about the number of applicants – that barely scratches the surface. Dive deeper. Focus on quality indicators. Think: quality of hire, retention rates. These metrics tell a real story about the effectiveness of your sourcing channels. Ask yourself: where do your star performers come from? Was it through a job board, social media, or maybe a referral? Discovering these trends can transform how you source candidates. You’re not just looking everywhere – you’re finding that sweet spots for top talent.

Use intelligent candidate matching to compare and rank candidates based on their skills, experience, fit, and performance. Intelligent candidate matching can help you to screen and select candidates more efficiently and effectively, as well as to improve the quality and fit of hire. Intelligent candidate matching can also help you to provide feedback and recommendations to candidates and hiring managers.

Be a proactive recruiter and use data and analytics to identify and anticipate your talent needs and gaps. Data and analytics can help you to forecast your hiring demand, analyze your talent supply, and plan your sourcing strategy accordingly. Data and analytics can also help you to evaluate your sourcing channels, methods, and tools, and optimize them for better results.

Support diversity and inclusion and use data and analytics to monitor and improve your diversity sourcing efforts. Data and analytics can help you to track and measure your diversity metrics, such as the representation, retention, and satisfaction of different groups of candidates and employees. Data and analytics can also help you to identify and address any barriers or biases in your sourcing process, and implement best practices and initiatives to foster a more inclusive and diverse talent pool.

Want to improve your candidate sourcing? Your first stop should be your own data. Look at it from different angles: - What do candidates think? - How do hiring managers see it? - What about other stakeholders? Collecting data and feedback isn't just helpful. You can't improve what you don't recognize as a potential issue. And if you're unsure where to look, you can't make progress. Use your data wisely. Not just as information, but as a roadmap to refine your sourcing strategies.