Let us forget for a minute that there is no talent crunch. The Purple Unicorn you are searching for is available in the talent market.
All you must do is – search for them.
Here starts a talent acquirer’s journey to hunt potential candidates. Talent acquirer leaves no stone unturned - Social media job posting, job seekers’ website, networking, referrals, everything that could bring candidates closer to them.
Yeah, you heard it right.
On average, talent acquisition professionals spend nearly 1/3 of their workweek (about 13 hours) sourcing candidates for a single role.
Just think of the recruiter’s tasks including but not limited to - assisting with the interview process, attending & conducting interviews with managers, directors, and other stakeholders, and assessing candidates for cultural fitment! A recruiter spends the majority of the time on the single task of finding suitable candidates.
It’s no wonder wearing too many hats at once is causing recruiters to burn out!
What can employers do to help their recruiters and save them from burnout? What is the solution for recruiters that can help them focus on more core recruitment tasks?
The answer is - outsourcing a task that eats up their significant time – Outsourcing talent sourcing to a talent sourcing company!
Why? Because talent sourcing can help recruiters to
1. Attract more potential and qualified candidates
2. Engage candidates for anticipated requirements
3. Have a defined talent sourcing and recruitment function for an efficient hiring process
Hence, outsourcing tasks enable decreasing time to hire, cost to hire, and attrition rate.
1 in every 72 sourced candidates is hired, compared to 1 in every 152 non-sourced candidates.
Let us see what 6 tasks recruiters can outsource –
Source
1. Market research
Market research provides detailed information about the target talent market, including the size of the market, the requirements and desires of candidates, their current salary expectations of the talent market, and more.
2. Talent Mapping
Talent mapping enables to recognition of talent for specific talent requirements. It helps to analyze the current employee base and identifies any potential gaps in skills or experience that could be filled in by recruiting from other markets.
3. Sourcing (Active/Passive) across the open web
Outsourcing this task can help you actively seek out qualified candidates for your specific position and scour through job boards and social media sites to find potential passive candidates. It can also help you to reach potential candidates who haven’t applied to your vacancies.
4. ATS Data review and shortlisting
Market research provides detailed information about the target talent market, including the size of the market, the requirements and desires of candidates, their current salary expectations of the talent market, and more.
Outreach
5. Strategic Cadence via Email, social media, Messaging
Much like sales cadence, recruitment cadence or outreach cadence is as significant to attract potential candidates. Outsourcing talent sourcing services can help you design messaging that will most resonate with candidates and develop a strategic cadence for reaching out to potential candidates
Engage
6. Setup appointment for discussion with the recruiter
Reaching out to every stakeholder in the interview process can be exhausting and repetitive. But outsourcing it to a talent sourcer will help you efficiently manage and schedule interviews with qualified candidates.
Since time is the most precious commodity for a recruiter, it only makes sense to delegate or outsource some of the sourcing tasks so that they can focus on more strategic and impactful parts of recruitment. It will help them close requisitions faster and improve your company’s talent acquisition process. Reach out to us if you need help with finding quality candidates quickly. We specialize in helping companies like yours with their recruiting needs.