On any journey a map is always a good idea. Even if you’re planning on being flexible when you get to certain checkpoints. The fact that you have a guide to where you need to be, when the best time to arrive is and what it may cost you along the way, always puts you in good stead to have a success, hassle free trip.
The sourcing journey is no different and for the best outcome of finding your target audience; planning and knowing where and when you need to be somewhere can be the difference between success and failure.
So how do you plan your sourcing journey I hear you ask?
Well as I mention a map is always a good start. A Source Channel Map allows you start mapping out you’re the sourcing channels that you believe will work for your specific role or job family. So let’s say that you’re looking for a Microsoft Dynamic CRM professional; start by placing that title at the centre of my map so it’s clear what the key focus for this exercise is. Then I start to think about all the places that I could find these people.
By building your map before you go to market, it means that you’re able to get a clear overview of what may work and what may not as well as if there are specific conference, workshops, meetups that you need to be at to network and find the candidates you’re looking for.
So…… Microsoft Dynamic CRM – where could I find them?
1. Internal sourcing strategy
What will we do to attract these people?
Does our career site provide a clear overview and EVP that will attract and speak to these types of candidates once we find them or if they find us first?
Do we have videos, images and a clear understanding of what it is we are offering them if they come and work here?
Do we know what we can offer them?
2. Referrals from either within the organisation or from other candidates that I’m speaking with
3. Publications – either print of online.
What do these types of candidates read on a daily basis?
Are they subscribed to certain websites or blogs?
Are there magazines that focus on Microsoft technology that we could advertise in or need to be aware of?
4. Competitors/Target organisations
Are there specific companies that you know these candidates come from that is a good fit for you organisation? Don’t be shy – go get ‘em tiger! And if you can’t then find someone who can.
5. Associations and groups
Is there an accreditation that they need to have?
Will knowing this make it easier to search for them?
Can you find a list of people that have this accreditation to narrow down the search?
6. Job Boards
Are there specific job boards that specialize in attracting these types of candidates?
Do they have a database that you can search?
7. Conferences and Events
Where do they congregate?
Know your target audience’s tribal mentality.
Do they go to Meetups?
Are there online forums that you can check out?
If there is a conference that you know these types of candidates will be at, then when is it and how much will it cost to attend?
i. Knowing this information will help you to plan and budget for the year.
8. Social Media
Which social channels are they are? ~ don’t assume, go and look!
Are there groups on Twitter? Are there candidates on twitter that you can find?
What about using Facebook graph search as well as seeing if there are Microsoft Dynamic CRM Facebook pages or groups.
LinkedIn searching is an obvious one as well.
9. Search/Title Terms
What else could a person with these skills be called?
What other titles do they go by?
What are the keywords I need to be searching?
10. Recruitment Agencies
If I need to use an agency which agencies are right for these types of roles?
Which agencies have delivered what we needed in the past?
Who knows this market really well?
These are just a few of the sourcing channels that you could use. Understanding your candidate market and profile is critical in today’s recruitment landscape. There are so many platforms and so much information that it’s easy to get lost when searching for the right people.
Doing some of the ground work before you start will help you be targeted in your sourcing approach. It will mean that you’re exerting your energy and budget in the right places. Building a clear candidate profile will help you to understanding all of these channel better and will ensure that you have the right channels for the right target audience.