The Art of Smart Sourcing: How to ensure talent chooses you

Challenges and solutions in talent sourcing

The current job market is brimming with challenges for talent sourcing. HR and recruitment teams are facing hurdles like never before – but there are practical ways to overcome them. Let’s have a look at the most pressing obstacles and the solutions that can help you stay ahead.

Global competition for top talent

THE CHALLENGE: Due to globalization and the rise of remote work, the competition for talent has only increased. As an organization, you can now attract people from all over the world, which enlarges your potential talent pool, but it also means you increasingly face competition from companies pursuing the same goal. Job seekers can apply anywhere they like and are no longer limited to the country or city where they live. This expands their opportunities, giving them much more choice. Additionally, the greater online visibility of organizations ensures that candidates are better informed about their options. Today’s candidates have the upper hand – they’re looking for more than just a good salary. They want enticing perks, a work culture that fits their values, and plenty of growth opportunities. Standing out to your dream hires is the goal, but let’s face it: that’s often easier said than done.

THE SOLUTION: Invest in a strong, authentic Employer Value Proposition (EVP), which is part of your employer branding. Highlight what sets your organization apart and why candidates should want to join your team. This can include sharing authentic employee stories on social media, bringing your culture and values to life through active communication, and showcasing growth opportunities front and center on your careers page.

High expectations from candidates

THE CHALLENGE: Nowadays, candidates – especially the younger generations – want much more than just a nice job and a salary to pay their bills. They want a good work-life balance, they want to develop, and they prefer to work for companies that stand for sustainability and inclusion. On top of that, they seek a safe workplace where they feel valued and heard, and where they receive support from both their colleagues and supervisors

THE SOLUTION: Understand the candidates you want to attract. What does the ideal employee look like for you? Does this person truly fit within your organizational culture? Be critical of yourself too. Can you offer them what they truly value? Be upfront and transparent about it. Clear communication ensures that both you and your candidates know what to expect, saving valuable time and energy for everyone involved.

Bias in recruiters

THE CHALLENGE: Everyone has them: biases. And for recruiters, these unconscious tendencies can make it tough to give every candidate a fair shot. This is known as candidate bias. It is the unconscious tendency to judge certain candidates based on their surname, gender, education, or age. The result? You might miss out on great talents! But it doesn’t stop there. Biases, even unintentional ones, can ruin the candidate experience. When candidates feel unfairly judged, it spreads like wildfire. And that can potentially damage your employer brand. Plus, bias limits your access to a diverse talent pool. Let’s be honest: diversity is the key to innovation and creativity in your team. Different perspectives lead to better ideas and smarter decisions, making your team stronger.

THE SOLUTION: Take those biases seriously, even if they are unconscious. For example, use smart technology like an AI-supported applicant tracking system (ATS). This way, you can set criteria in advance, allowing you to objectively bring the best candidates forward.

Build diversity and inclusion into your recruitment strategy with clear, actionable steps. Use gender-neutral language in your job ads, highlight opportunities for underrepresented groups, and most importantly: practice what you preach! It’s easy to claim inclusivity, but if your actions don’t match your words, it can backfire in a big way. Don’t overlook training your recruiters on unconscious biases either. By creating a fairer and more inclusive hiring process, you’ll not only attract top talent but also build a stronger, more diverse team.

High recruitment costs

THE CHALLENGE: From advertising your vacancies to using expensive recruitment agencies: talent acquisition can be quite costly. Many companies struggle to find a budget-friendly sourcing strategy that still attracts the best talents.

THE SOLUTION: Use predictive analytics to determine future vacancies and required skills. This helps you allocate your resources wisely.

7 Practical tips for attracting candidates

Finally, a number of practical tips for attracting candidates:

1. Optimize job descriptions: write clear, attractive, and concise texts that highlight the essence of the position and the benefits of the company. Avoid jargon and focus on what makes the position truly unique.
2. Be transparent about salaries and benefits: where possible, mention salary indications and secondary benefits, such as development opportunities, flexible working hours, or hybrid working.
3. Focus on employer branding and visual storytelling: showcase why your company is a great place to work. Share employee stories, provide a glimpse into the work environment via social media, and emphasize core values that set your company apart. Preferably work with visual stories: images of the team, workplace, or events can help give candidates an idea of the atmosphere. For example, add photos or short videos to your job page and socials to promote vacancies in a personal and striking way.
4. Use social media for visibility: post vacancies on LinkedIn, Instagram, and TikTok to reach a broad and diverse audience. Platforms like TikTok offer unique opportunities to engage young professionals with creative content. Social media is not only suitable for job vacancies but also a place to showcase your employer brand and engage, leading to more engagement and trust among potential candidates.
5. Work on your referral program: offer your employees incentives to bring in new talents. A well-thought-out referral program can quickly yield valuable candidates and also increases the engagement of your employees.
6. Use specialized job platforms: for some positions, niche platforms work better than large job boards. Think of sector-specific sites or platforms focused on freelancers, like Malt or Upwork.
7. Organize online or physical events: invite potential candidates to a (virtual) open day, workshop, or informal networking event. This way, they get the chance to learn more about the organizational culture, and you can leave a good impression directly.

Case study: Deloitte’s “Explore Your Fit” tool

Deloitte understands that attracting candidates begins with a personal, laid-back introduction. That’s why they created the “Explore Your Fit” tool, a unique way for potential candidates to discover the company at their own pace. This interactive tool asks questions about work styles, interests, and career goals, matching users with specific roles within Deloitte.
The result? Candidates receive a personalized guide that highlights the career paths that align with their goals and skills. With no pressure to apply right away, they get a clear sense of their opportunities at Deloitte. This low-threshold, stress-free experience allows them to explore whether Deloitte is truly the right fit – making it more likely to find a natural match.

HR Hotseat LinkedIn Live and the role of Cegid HR Talent Acquisition

The insights from Sandra Solomon come from our HR Hotseat LinkedIn Live series, where HR influencer Neelie Verlinden interviews experts about the various stages of the recruitment funnel. These interactive sessions offer HR professionals valuable tools to optimize their recruitment processes and build a strong employer brand. You can watch the conversation with Sandra here.

Curious about how the solutions from Cegid HR Talent Acquisition can strengthen your sourcing strategy? Request a demo today and discover what we can do for your organization