The Case for Sourcing White Paper

By Becky Franzen

Employer Flexible Documentation 1/4/2013

Sourcing Sourcing has become a popular topic as of late and there is no indication to think that it will change anytime in the near future. Sourcing is the foundation to any top recruiting organization. Sourcing, in my definition, is the act of proactively finding active and passive candidates through cyber sleuthing, networking, name generation, referrals, and searching through various other channels to produce a name, title, and contact information for potential candidates. Where you are now Strategically speaking, as a Talent Acquisition Leader, you probably face the same issues as many of your peers. Your highly skilled recruiting team is overwhelmed and cannot reach maximum potential. They are buried in:

Influx of unqualified applicants to your Applicant Tracking System. They are spending a lot of time filtering through unwanted candidates to find 2-3 marginally qualified candidates. Having to adhere to EEOC and OFCCP, they can’t simply just pick 1 or 2 without reviewing all.

Your team is burdened with administrative tasks such as writing job descriptions, conducting and setting up interviews, updating Applicant Tracking Systems, scheduling hiring manager interviews, checking references, handling internal referrals/transfers, chasing feedback from hiring managers and taking calls from candidates and 3rd party recruiters.

Difficult to fill positions that require highly skilled candidates with no time to actually “source”, while the Time to Fill clock is ticking and your hiring managers are escalating their frustrations.

Top Talent Acquisition Pressures

Most companies are struggling with developing a long term strategy to meet these pressures while also trying to meet workforce planning and growth.

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How to Impact What Matters Companies don’t have to re-invent the wheel, you simply need to work smarter and align your internal resources effectively while partnering with Employer Flexible as a supplemental solution. Where do you start?

Job Description Creation & Job Posting - Launching an attractive job marketing campaign takes time to write while ensuring you are attracting the best talent, which logically starts with the hook. Employer Flexible can design your hook while also taking the administrative burden off your plate.

Name Generation - Many times your recruiters are fully capable of picking up the phone and delivering your company’s sales pitch, however the issue may be that they do not have the time to find passive candidates from targeted companies. Our sourcing team is fully capable researching and performing very specific outreach tactics to large candidate pools. Once compiled, the information is validated and passed on to your team.

Screening - Initial screening for lower level opportunities is also time consuming. Our team can do this initial screening and only forward you candidates that meet the minimum qualifications. Again, saving your recruiters time so they can focus on what matters and impact what matters.

ATS Management – Depending on the volume of applicants, controlling the brand messaging for incoming applicants and dis-positioning those that aren’t a fit requires time. Our team can also be your advocate and screen candidates based on certain criteria, forward to your team and disposition accordingly all while maintaining your brand image.

Measurement and ROI Approximately 18% of organizations can link operational profitability to sourcing through validated data. In order for companies to show the value, the measurement has to be defined initially through the strategy. ROI can be established more effectively when looking at long term expenditures compared to previous trend data. Critical Factors that need to be considered and strategically aligned to ensure you can measure your sourcing results:

Standardization of Process

Centralized or De-Centralized

Technology

Workflow & Process

Marketing Outreach

Related Research: Sourcing Gets Smart (2012). Research Brief by Aberdeen Group written by Madeline Laurano

[Research Brief].

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