Sourcing, in today’s highly volatile employee-centric recruitment landscape, has become a cornerstone to the success of any organization as it redefines the cost structure and enhances their competitive ability by reducing the time to hire. Although sourcing and recruiting are used interchangeably they are essentially two disparate processes. It’s true to say without sourcing there is no recruitment. Sourcing enables a preemptive approach to fill the company’s talent pool and generating prospective leads. Quite often, though, in the race to reduce time to hire, the hiring managers or the procurement team overlook the bigger picture and end up sabotaging the entire sourcing strategy. Organizations in their bid to reduce hiring cost to depend heavily on the sourcing teams to provide them with low cost, high-value resources but even one of the following sourcing mistakes might prove detrimental in the overall scheme of things.
In this digitally active time, sourcing through data resulting from algorithms driven sourcing tools enables HR professionals to tap, attract and engage suitable and relevant candidates at a precision level never seen before. It’s necessary not to make the sourcing mistakes discussed above in order to remain relevant and have a constant availability and relationship with the best talent pool in the market.