July 1, 2023

How to organize sourcing process: tips for sourcing candidates


Finding and hiring a candidate that meets all the requirements and wishes of the employer is a complex multistage process, which usually involves at least two specialists: a sourcer and a recruiter.


Many often confuse these specialists’ functions or do not see any difference in what they do. Let us try to work out the difference between these two jobs and their direct work duties.

But, more importantly, we will try to figure out the best ways to organize the sourcing process.

What are the differences between sourcing and recruiting?

One of the main differences lies in the method and purpose of contact with the candidate.


Recruiters mainly resort to traditional approaches of searching for the required candidate, carrying out a mass selection of line specialists, or targeted work on a top vacancy. And recruitment includes many stages of candidate selection, such as posting a vacancy, searching on various resources, studying resumes, collecting recommendations from the candidates’ previous place of work, interviewing and evaluating candidates, organizing further interviews with managers, etc.


Sourcing candidates is a pure search. The sourcer’s task is a deep analysis of an enormous amount of information, the candidates’ background and work experience, using all kinds of search tools, specialized platforms, social networks, and so on. Their goal is to source passive candidates as opposed to the recruiter's, whose search is to source active candidates. Sourcers find suitable candidates through active sourcing without direct contact with them. At this moment, the recruiter comes into play, working closely with the sourcer. The sourcer then presents the recruiter with all the obtained data and goes on to source candidates again.

Some effective sourcing strategies

In a sourcer’s job, having a successful sourcing strategy for employee sourcing is a half-battle.

Based on the OnHires successful experience in the area, I would recommend following some tips to build up your own effective sourcing strategies:


  • Start your candidate sourcing process by creating a detailed profile of the wanted candidate.

The more accurately you determine the vacancy’s parameters and the requirements for the candidate, the more productive you will be in your search. And the faster you will achieve the desired result, quickly weeding out those who do not match your profile.


  • Broaden your sourcing channels.

New search tools and specialized resources appear nonstop. Try to keep abreast of the latest innovations in your field. Do not neglect social media. Besides, actively attend online and offline specialized events and forums in search of potential candidates.


  • Reactivate the candidates from your database that did not match the previous position.

It is an excellent strategy to add candidates to your database and build your sourcing pipeline. If you possess a comprehensive database, you will have a great opportunity to source new candidates from those who did not meet the requirements for another position.


  • Include your company’s employees’ referrals in your sources.

Your colleagues probably have acquaintances looking for a job or planning to change careers for various reasons. Such information may be helpful to you in your search for the right candidate.


  • Look for candidates taking into account future needs.

Add new promising candidates to your database even if they are not suitable for the vacancy you are currently working on. They may be helpful to you shortly.


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When building your sourcing strategies, you can use the tips given above or not. The main thing is that your strategy must work and allow you to quickly and efficiently find suitable candidates for your positions.