Another six best practice for a Sourcer
Continuing on the best practice for a sourcer.................. I am sure these 10 best practice for an Internet Sourcer
are still valid.
If 10 wasn't enough for you here's another six best practince on the strategy side of sourcing which should be in practice for any sourcing organizations.
1) Automated sourcing and candidate mining should be used.. Spiders, bots, search engines etc..
web spiders should be programmed to crawl, retrieve, and upload candidates into the applicant tracking
system based on both current and future needs.
Infogist , Talenthook , AIRS OXYGEN, comes to mind.
I heard of horror stories on someone sitting in the headoffice making the decision on what tools should be used.
Rather have inputs from actual users.
2)Better use of the new recruits. As they are the trusted sources for their ex-colleagues.
Its not about bombarding them with Employee Referral program message rather recruiters should take the
time out (just take them for lunch) and network with them.
3) Companies are doing exit interviews but never follow up. Does your recruiter gets a feedback why the hire left?
4) Ex Employees and contractors (who worked through third parties) who turned the offer down in the past or left the company. These candidates already know the firm, the culture and might be a easier hire.
5) A culture and environment must be created and a strategy in place to source passive candidates. Sourcing should be based on future needs rather than current or immediate needs. . This process must be a constant building of proactive pipelines of passive candidates.
6) Try new methods of sourcing like job networking sites, podcasting, blogs ,bountyjobs , jobster,
virtual recruiting etc. etc. Reach out to niche sites as many allow you to do free promotion for you.
Those are good recruiting practices period. It seems like these practices should be practiced by the recruiting team not just the sourcer.
Here are just some of my comments on your six best practices.
1) I agree that automated candidate mining like AIRS and Infogist are good tools. But at the same time I've seen organizations take the investment in purchasing those tools. This intentions are usually good, their team gets some initial training, and then it doesn't get utilized enough and the team usually goes back to recruiting the way they used to. It's just something to think about.
2. Employee referrals is probably the most cost effective and best type of recruit you can have. I think more and more organizations are realizing this and actually taking steps towards improving their employee referral programs. Recruiters taking new employees to lunch is a creative way to improve the employee referral program even more. I'm sure if we brainstormed we could come up with even more.
3) Most companies don't do formal exit interviews anymore. In the absence of an exit interview, the reason for a n employee leaving should at the minimum be documented for future analysis of trends later.
4) Like employee referral programs alumni (including contractors) should at a minimum have their contact info on file. You may need tier information later.
5) I agree
6) It takes time to do those methods of recruiting you mentioned (blog recruiting etc) but if someone puts the effort it will bear fruit in the future. I think only advanced companies at this point do any type of recruiting like you mentioned, bu then again there are only a few advanced companies.
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