Candidate data sourcing has changed over the years. We’ve put together insightful information to help you get started in the right direction! Find out what the effects are on modern recruiters.
The recruiting industry has kept changing with time. The improvements in technology have led to a lot of breakthroughs and changes. Long gone are the days of job ads in newspapers and radios and specialist firms that pride themselves in finding the best and talents because of their connections. In the world today, candidates’ data are readily available online, and you don’t have to be an expert recruiter to find them today. The article will look at how technology has changed the world of sourcing top talents.
What is Candidate Data Sourcing?
Data sourcing is proactively searching for talents for positions not being recruited for at the moment. The concept behind candidate sourcing is building a database or pipeline of potential applicants when the jobs become available. Companies and agencies source because to allow for the smooth transition from prospect to an applicant. While sourcing out, there are two types of talents encountered, the active and the passive. The active ones are currently job hunting, while the passive prospects already have a workplace. The good news is, research shows, 80% of those working are open about switching jobs. So having them in your pipeline is not in vain.
How Has Data Sourcing Changed?
In modern days, the main change that technology has brought is the availability of talents. In the past, recruitment agencies, headhunters, and other recruitment institutions were the sole custodians of information on prospects and candidates. They freely used privileged information as leverage when negotiating with big firms. Today, details on candidates are pretty much available everywhere online. With the right resource and tools, an unprofessional can spot a prospect.
The change from custodians of prospects details to managers of a large volume of ever-changing pieces of information on candidates has seen the industry shift from what it was in the past. Recruiters have adapted well and come to terms with tech solutions like the ATS and CRM, which help facilitate and automate recruitment processes. They have moved away from techniques like Boolean string searches to more efficient modern solutions. A solution like the email finders’ tools has made it easy to scout talent.
Sourcing For Candidate In Modern Times
In modern times, the sourcing of prospects is becoming a niche industry because of the volume of data available today. Large recruitment agencies are redefining the duties of a recruiter, and some have broken the process into two distinct positions. A sourcing team; whose only job is to identify, access, and engage prospects for future roles and a recruiting team that takes the now applicants, screen, and interview them. The division of the two positions is still something relatively new and not adopted everywhere. But with the speed at which technology is advancing, there may be a need to maximize the recruitment process.
Artificial Intelligence is Not Perfect
A.I has brought about the creation of Applicant Tracking Systems (ATS) and Customer Relationship Management CRM) solutions, which has aided the recruitment industry. But even with the use of tech, the recruitment process isn’t flawless. You can program the solution to scan through resumes, and it will go through them faster than any human, get the contact details of prospects through API, and even suggest, based on data inputted, suggest who to hire after all tests are complete.
One ability artificial intelligence does not have that recruiters have gained over the years is their “gut” feeling. The ability to know who works well in groups or has chemistry. The ability to look beyond the paper certification and the people themselves. These activities are something that technology has not yet replaced, and we doubt they will replace them – the human element of the recruitment process.
The Human Element in Sourcing
- The Referral System
The referral system is an old but effective system. It’s a form of sourcing that is based on human judgment. It follows the premise—if the current employees are good enough to work in this organization, they should also know people who are as good, if not better, than the company can employ. It also has a powerful incentive for the employees. They usually get a commission if the company employs someone they recommend.
What makes the referral system particularly good is that the person coming in knows what to expect if they get the job. And for the employee to suggest the candidate, they are indirectly vouching for their character. This sentence supports the survey that shows over 78% of recruiters find their best candidates through referrals. Research also reveals that a referred person who receives an offer letter is likely to accept the job by 15%.
- Engagement with the Candidates
Bots can have a limit to the conversations to “lock in” a prospect and turn the person into an interested applicant. This ability requires a human touch. The ability to know the right words to say, push the right buttons, or even decide if the person will be a waste of your time. These decisions are the ones humans can take. Therefore, the importance of the human element of the modern recruitment system.
The Future of Candidate Data Sourcing
The future of candidate sourcing depends on how well recruiters can effectively use the solutions with modern technology. Technology has enabled us to gather and process a large amount of data, improve our speed, increase efficiency, and do more. Recruiters can take advantage of these tools and adapt to an ever-changing industry. The recruitment industry will become the blend of humans using tools effectively to improve their recruitment process, including sourcing out candidates.
In conclusion, modern recruiters will learn to adapt to the change in the system. Change is the only constant in life, and so modern recruiters will adapt to the market. They will learn how to use those tools to pursue and recruit talents for the industry. Hopefully, this article was insightful for you, and you could pick one or two points from it.