Eight Simple Sourcing Innovation to Attract More Candidates

What is a simple sourcing innovation you created to attract more candidates?

To help your business attract more candidates, we asked HR experts and business leaders this question for their best advice. From leveraging AI to forefronting benefits offered, there are several tips that may help your business attract more candidates than ever before. 

Here are eight simple sourcing innovations to attract candidates: 

  • Update job descriptions often
  • Leverage AI For scheduling immediacy 
  • Create Internship opportunities
  • Utilize talent you already have
  • Send follow-up emails
  • Forefront the benefits offered
  • Reach out on LinkedIn
  • Diversify where you post

Update Job Descriptions Often

In order to attract a wide variety of candidates, we continuously optimize our job descriptions to ensure they are inclusive and exciting. As candidates come in, we pay close attention to the diversity of ages, gender, race, and experience. If we are seeing too much of one type of candidate, we’ll make adjustments, re-test, and continue to iterate from there. 

Zack McCarty, Qwick

Leverage AI For Scheduling Immediacy 

Using our recruiting AI, Olivia, we’re able to really focus on the human-to-human interaction without all the paperwork and technical information standing in the way of a great conversation. Olivia takes care of all the pre-interview steps, from the initial interaction with candidates to set up the best time for the interview. Since we have this technology right at our fingertips, our hiring managers are able to connect on a more personal level and immediately get to know our candidates. 

Josh Zywien, Paradox

Create Internship Opportunities

One of the ways we keep the company Fresh and Thrilling, is by having a robust internship program. Each new internship cohort brings fresh ideas and innovative approaches to our growing business. The diversity of interns creates new blood and perspectives, which adds richness to our team, clients, and overall products and services. We provide an experience back to each intern that leaves them feeling fulfilled. They are also a little more knowledgeable about SEO than when they came in. And if we can keep them on board after graduation, even better. 

Jenn Christie, Markitors

Utilize Talent You Already Have

Instead of creating advertising campaigns and targeting dozens of job portals, leverage the network that's right in front of you. If your employees have access to a goldmine of talented connections in their industry, then you can incentivize them to help you bring these individuals on board. The best way to do this is by improving your current employee referral program. The benefits and incentives of successful referrals eventually come down to you and can be anything from bonuses, paid leaves, or discount coupons to their favorite store.

Philipp Zeiske, Zeitholz Watches

Send a Follow-Up Emails

One of the best ways to increase your recruiting efforts is to follow up with candidates who have stopped responding. Maybe your email went to spam the first time or got pushed down in their inbox. If you reach out again, it shows the candidate that you are still interested in considering them and they will likely get back to you. Follow-up emails can often be more effective than the initial email.

Courtney Buhler, SugarLash PRO

Forefront the Benefits Offered 

With our attention spans becoming shorter and smaller, sourcing a candidate is more like an elevator pitch than ever before. If you want to get them to read past the first sentence of your message, lead with how your opportunity will benefit them. Are you offering a signing bonus, has an excellent culture, or competitive pay? Let them know upfront. Is there a skill that they have that stands out? Lead with that or get left out.

Steven Brown, DP Electric Inc

Reach Out on LinkedIn 

LinkedIn can be a powerful tool for sourcing potential candidates. This social platform has in-depth search functionality, so you can search for candidates based on their job role, industry, location, company, keywords in their profile, and a host of other factors. You can also connect with potential candidates via LinkedIn to start interacting with them and create a warmer introduction later down the line, instead of contacting them completely out of the blue. It can really help you with future hiring needs, as well as fill roles you have available now more efficiently.

Camille Brouard, Myhrtoolkit

Diversify Where Your Post

While job boards, job listing aggregators, and LinkedIn all play their vital parts, it's often essential to reach out to passive candidates who might not be actively looking for a new gig. Thus look to expand your tactics to include other social media platforms. One such case is the paid ads on Facebook which can be a surprisingly cheap, fast, and efficient method of sourcing passive candidates. Between creative search queries, appealing job posts, and various sharing strategies including well targeted ad campaigns, I wholeheartedly can recommend Facebook as an excellent way to supplement the traditional sourcing channels.

Anna Berkolec, ResumeLab


The SHRM Blog does not accept solicitation for guest posts.

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