Lets Talk About ........Proactive Recruitment - Part 4 of a 6 part eBook Series

Continuing with Ways to Adopt Proactive Recruiting, last issue we left off with 1. Building a Talent Pipeline and 2. Employee Referral Programs. Next we will be taking a look at Candidate Sourcing and Employer Branding.

3. Candidate Sourcing

Candidate sourcing involves actively searching for and reaching out to potential candidates who may not be actively looking for a job. This can be done through a variety of channels, including social media, professional networking sites, and industry events.

To be successful at candidate sourcing, recruiters must be strategic in their approach once again.

They can start by identifying the key skills and qualifications they are looking for in a candidate and then using Boolean search strings to research potential candidates on sites like LinkedIn.

Once potential candidates have been identified, recruiters can use personalized messaging to reach out to them and gauge their interest in the company and its open positions. Following the right type of person and engaging with them in a generic way, before you need them, can help smooth the path rather than simply reaching out because it suits your aims and objectives.

4. Employer Branding

Employer branding is the process of creating a positive image of the company as an employer in the eyes of potential candidates. This involves highlighting the company’s culture, values, and mission, and showcasing the benefits of working for the company.

To build an effective employer brand, recruiters can start by conducting research to understand the company's reputatioin among potential candidates. They can then develop a messaging strategy that highlights the company’s unique selling points and creates a compelling story about what it’s like to work there. Some recruiters will help develop packs that can be sent out to potential candidates. If these are professional and focus on potential future hires this sends out a powerful message about a company. It demonstrates that you take your philosophy seriously and it’s not just something that appears in a board report. It is evidence that you do as you say and say what you do.

Employer branding can be promoted through a variety of channels, including the ever- popular social media, the company’s careers page, and industry events. Think carefully about how your messaging must be designed and adapted depending what platform you might wish to leverage. Remember, where you might be looking for information may not match where younger people hang out. Recruiters can also make use of employee advocacy to amplify the message and showcase the company culture through employee testimonials and social media posts.