What are some of the emerging sourcing models and strategies that you are exploring or implementing?

Emerging sourcing models and strategies include: **Facilities Management Sourcing: This involves optimizing expenditures through outsourcing and integrated approaches. **Emerging Technologies in IS Sourcing: New technologies like AI, big data, and blockchain are transforming IS sourcing. **Strategic Sourcing: This approach focuses on unlocking competitive advantage and maximizing organizational efficiency. **Sourcing Business Models: These models aim to improve sourcing effectiveness by developing contracts that create mutual advantage. Thank you for reading my comment! If you have any questions or would like to discuss this topic further, please feel free to message me directly ??

Remote sourcing, driven by the post-COVID shift to remote work, expands the talent pool globally while minimizing relocation costs. It fosters diversity and flexibility, yet presents challenges in assessing remote work suitability. Effective communication and collaboration become paramount, demanding innovative evaluation methods for skills and motivation. Embracing technology for virtual assessments and prioritizing transparent communication can overcome these challenges, making remote sourcing a strategic avenue for talent acquisition in the evolving world of work.

Emerging sourcing models and strategies include leveraging AI and machine learning for predictive analytics and candidate matching, using social media and professional networks for passive talent engagement, and implementing talent pooling to build and maintain a database of potential candidates. Additionally, exploring remote and gig work platforms can help tap into a global talent pool. Collaboration with universities and industry groups to identify and develop emerging talent is also becoming more common.

In my experience, the success of remote sourcing heavily depends on maintaining a human touch, even if it's through a screen. A practical tip to navigate the remote landscape is to employ virtual 'work trials.' A company I've partnered with employed this method, assigning short, real-world projects to potential candidates. This enabled them to assess skills, work ethic, and communication style in a remote context. It's an innovative way to evaluate fit and ensure alignment with your team and work culture, making the remote sourcing process more efficient and effective.

1.Supply chain digitization for efficiency and visibility. 2.Sustainable sourcing for environmental responsibility. 3.Reshoring or nearshoring to reduce supply chain risks. 4.Vendor-managed inventory (VMI) for better stock management. 5.Multi-sourcing and dual-sourcing for risk mitigation. 6.Circular economy sourcing to promote sustainability. 7.Just-in-case inventory for supply chain uncertainty. 8.3D printing and additive manufacturing for on-demand production. 9.AI-driven procurement for analytics and optimization. 10.Onshoring and reshoring for supply chain control.

AI-powered sourcing is a game-changer for recruiters, but it's crucial to use it ethically and responsibly. Combining AI-powered sourcing with human interaction and judgment can lead to a more efficient and effective sourcing process. It is necessary to strike the right balance! ????

AI-powered sourcing utilizes artificial intelligence to streamline recruitment, automating manual tasks and enhancing data-driven decisions. By scanning the internet for potential candidates using job titles, skills, and location, it reaches passive candidates otherwise overlooked. Key benefits include time-saving, access to a wider talent pool, and enabling recruiters to focus on talent engagement. Top 2023 AI sourcing tools include HireEZ, Loxo AI, and Celential.ai. They leverage machine learning and natural language processing to source talent swiftly. AI sourcing is a game changer for recruitment, offering efficiency, broader talent access and crucial bias reduction.

AI-powered sourcing is like having a super-smart assistant by your side in the recruitment process. It's efficient, fast, and smart, but it doesn't have a heart. That's where you come in. Here's a friendly tip: Let the AI do the heavy lifting of sorting and ranking candidates, but always trust your instincts when making the final decision. Think of it as teamwork - AI provides the insights, and you add the human touch. By balancing tech with empathy, you create a recruitment process that's both efficient and warmly personal. It's a winning combination! ??

I am amazed using Phenom's performance..while it has a long way to go. Here the AI gives close to perfect matching resumes against jds against applications or even if there are any candidates in the past who applied to the talent community. P.S. The jd had to be designed in a way the AI can help throw desired results/ profiles Also the super cool feature here is with couple of words it's helps draft personalized emails to candidates.

While AI-powered sourcing has significant advantages, it's vital to remember that it's still a tool dependent on the quality of data it's given. Garbage in, garbage out is a principle that applies here. If the AI is trained on biased or poor-quality data, the results will be equally flawed. Additionally, as AI lacks human intuition, it could overlook a potentially valuable candidate that doesn't fit its pre-set parameters.

Referral sourcing is more than just tapping into existing connections; it's about creating a community around your brand. To amplify its effectiveness, consider hosting informal networking events where employees and their connections can mingle. Pro tip: Empower your team with clear guidelines on what makes a great referral. It's not only about qualifications but cultural fit and shared values. Transparency in the process can lead to richer, more diverse candidate pools. Don't let referral sourcing become a closed circle but rather a springboard for growth and innovation.

Referral sourcing is a two way process where employees will only be encouraged to refer is the process is responsive ( response time from TA) and attractive in rewards. This is considered to be the best source for hiring talent as candidates who are referred generally are trusted sources from your current employees and are most likely to stay for long(retention rate).But, this completely doesn't fill the pyramid and you need to have a source mix to close positions within timeline.

Crowdsourced Recruiting Platforms: -Utilize the power of community for referrals. -Expand reach through social networks. -Tap into passive talent pools with engaging challenges.

Referrals have always been a steady source of candidates. I maintain good communication throughout my social network and this has helped me expand my reach exponentially.

I have found referral soucing to be a wonderful adjunct to passive sourcing efforts. What better way to find candidates, then to tap into your network of candidates who got hired and connect with their referrals because who doesn't want to work with people that you know and like. However, be careful about over promising and under delivering because if your get referrals but you do not reach out in a timely manner, it could sour that referral pool and foster distrust among employees. At Zillow, the referral program was in need of some improvement and I was happy to actively help create a more effective program.

Talent pool sourcing is an invaluable resource for talent acquisition professionals. As someone in this field, I emphasize the importance of building and maintaining a strong talent database to tap into existing connections. By nurturing relationships with previous applicants, hires, and alumni, we can save time and resources while engaging with candidates who already have an affinity for our organization. However, it's essential to strike a balance by also exploring new external sources to ensure a diverse and innovative talent pool.

Talent pool sourcing can be a gold mine if you have an easily searchable ATS as well as built in tools to automate communication that doesn’t come off as spammy - unfortunately most places I’ve been at haven’t executed talent community communication really effectively and so the response rate isn’t very good (not uncommon to witness at 5-10% open rate) That being said, if you do it effectively, a talent pool can significantly increase your velocity of hiring and lower time to fill with quality and engaged hires.

You're going to experience far more success if you automate your talent pool sourcing as much as possible. Have an evergreen role? Create a recurring campaign reaching out to folks every several months. Get the data on how often people switch jobs in that industry. Capitalize on that. Keep the data fresh, there's some tools out there to help you do that. There's also companies who will do it for you.

Workday has a great Talent Pool feature. It’s been awhile since I used it, but remember being able to do Boolean searches within Workday, save the searches as a Talent Pool, kind of like a project. Workday would then add new applicants that meet the criteria of that search to the Talent Pool. It was like the gift that kept on giving. In LinkedIn Recruiter, you can create Projects that also act as a Talent Pools to source from. At one of my past employers, I created 600+ projects (over the course of 3 years) and thought I had a lot until I saw that my co-worker had over 2,000 projects! It’s endless and a very useful tool. To create the Projects, conduct candidate searches and save the profiles to the project.

As a sourcer, I am privileged to connect and speak with incredible candidates. It is not always that I get to connect them with the hiring managers needs. But when opportunity comes, I will be their trusted partner in running the extra mile on their career track!

You just can't deal with recruitment if you don't do sourcing, especially when you are an agency recruiter. Social media and sourcing methods can and should vary, but once you grasp the logic of sourcing, there is no way to fail. Still, keeping up with the trends is a must, whether we like it or not.

Social media sourcing is an ongoing process where you are consistently building your brand and creating positive candidate experience stories to attract top talent. One day post might not help,you need to be visible as an employer and recruiter to mark your presence in the social media platform fraternity and what your business is.

Social media sourcing is a long game. Understanding how algorithms on social media work and what your target audience is can help your brand strategy intrigue potential candidates and help build that pipeline. Remember to keep your social media fun and true to your brand. Authenticity wins when utilizing social media.

In my experience, social media sourcing has proven to be extremely effective. Targeted searches on platforms such as #LinkedIn enabled the identification of suitable talent. The strategic use of content to strengthen the employer brand and interaction with the target group proved to be key factors. It is important to respect privacy and comply with data protection regulations. A balanced communication of professionalism and authenticity was crucial. The continuous collection of feedback and adjustments have increased effectiveness over time. Social media sourcing is not only an efficient way to find talent, but also has a positive impact on the company's image.

Sourcing on LinkedIn is more than the traditional search criteria of LinkedIn Recruiter. Today our ability to use behavioral information, in addition to demographic information, enables us to assess the potential of talents. Analyzing weak signals, such as participation in a specific event, reaction to a post, joining a group or following a page or an influencer in the sector, opens up new options for identifying talent. A candidate's interest can be an excellent way to engage authentic conversation. The challenge is in our ability to interpret these signals and use them to trigger discussion at the right moment, with a good icebreaker. Sourcing via social media is a strategic approach to building authentic, lasting relationships.

The problem with traditional sourcing is that most TA teams are using the same sourcing tactics to find top talent. This creates an over saturation of popular tools like LinkedIn Recruiter, posting on job boards, and (soon to be) AI. TA pros who want to establish themselves as sourcing experts, need to leverage a multi-channel sourcing strategy that includes low to no cost methods like posting to Slack and mining LinkedIn as opposed to LinkedIn recruiter. Candidate experience starts at the initial outreach phase, yet many TA orgs don’t have a model for creatively (and effectively) sourcing talent in a cost effective way. In a TA environment where everyone is fishing from the same pond, take your fishing reel and move to another lake.

Go beyond LinkedIn Recruiter and basic Boolean. Learn skill sets like OSINT, Google Dorking, use scripts you found on GitHub, etc. Try out other sourcing tools, and be a power user of the tools you have. I could show you things that blow your mind and scare you to death. And it's just the skill of internet research fundamentally. So few sourcers or recruiters go beyond the basics. Don't be one of them. The sourcing community is very active, and freely shares content all the time. Dive into it, and you'll be blown away what you discover.

Know your target candidates. Where do they live? Work? Socialise? Study? What professional associations might they belong to? A successful sea fisher uses sonar to locate a shoal, rather than casting their net randomly and hoping for the best. Knowing your target candidates will help you invest your marketing budget wisely and increase your chances of finding the right candidate, at the right time. There are countless sourcing channels - think creatively! Billboards on the road your candidates drive along daily, handing out fruit and a "join us" leaflet outside the station by your competitor's office, ensuring your marketing team takes a recruiter to industry fairs, "we're hiring" posters on cubicle doors in toilets at the local pub ??

In my efforts to enhance talent acquisition, I'm exploring new sourcing models and strategies, including technology-driven approaches and creative channels to attract diverse and skilled candidates. The goal is to stay ahead in adapting to evolving trends in recruitment.

In order to build a truly inclusive workplace, it is essential to implement sourcing strategies that prioritize diversity, equity, and inclusion (DEI). This involves targeted outreach to underrepresented groups, forming partnerships with organizations that share our commitment to DEI, and adopting bias-free recruitment practices. By embracing these strategies, we can create an environment where every team member feels valued and supported, and where diverse perspectives are celebrated and leveraged to drive innovation and growth. Together, we can build a workplace that reflects our shared values and aspirations, and that sets the standard for excellence in DEI.