Being a sourcer is more like being a sorcerer. It’s no longer simply searching for candidates and selling them on a job description. A candidate-driven job market has recruiters questioning what the ideal candidate is, how to get their attention, and where can they thrive. So sourcers also have to be able to predict the future.
Everything we have been doing to be better at sourcing has made it harder to actually source. Below are three truths that we hate to admit we created, but need to correct immediately in order to take back the job search market.
The perfect candidate is a unicorn.
We always talk about the purple squirrel, but the reality of the situation is that there is not perfect candidate. And dare I say it, everyone is a purple squirrel—or at least has something unique to offer. As this candidate-led market shifts, the search for candidates is moving toward finding candidates who are teachable, and who are eager to learn what the company has to offer (and I’m not talking ping pong tables). Applicants care more about the goals they can accomplish and the impact it will make on the future of the company.
Assessments and reviews are not accurate.
Technology has made automation and information gathering available at our fingertips. The only downfall in that is that it’s not very accurate. While this isn’t a new revelation—that the experience candidates and employees have differ person to person—it isn’t always represented in the metrics you follow. The metrics you’re tracking will be helpful when looking to improve your system and pipeline, but you should use the metrics as a tracking tool, not as a representation of your overarching assessment.
Company culture fit is out and company impact is in.
Ping pong tables, cater lunches, team events, company paid insurance, generous PTO, ect., are now expected by job candidates. And if you’re highlighting these as “perks,” news flash, you’re aren’t the first, or only, company offering these. It’s time to go back to the basics. Employees want to feel appreciated and like their work is meaningful. Start with the job ad, make it clear what you're looking for and what impact it will have. Going as far as to put 1-month, 3-month, 6-month, and first year goals could make a huge improvement on the caliber of applicants you’re drawing in as well. Once hired, have monthly check-ins to ensure the candidate and the company are still on the same page of goals and the future.
The talent acquisition industry is ever-evolving, but sometimes you have to return to the basics. We're always looking for the new, creative ways to recruit talent when all the candidate wants is transparency about who you are, what the job is, and what the future holds.
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