In a competitive market, recruiting is a challenge. You have to find talents, attract these people to your organization, and convert them to employees. As if the current situation isn’t difficult at all, with the global talent shortage, finding talents are harder than ever. So, here are 5 talent sources you need to explore!
5 Talent Sources You Need to Explore
The Gig Economy
TechTarget defines the gig economy as “a free market system in which temporary positions are common and organizations hire independent workers for short-term commitments.“
While the term “gig economy” implies project-based or short-term work commitments, it doesn’t mean that talents who’re part of it don’t want a long-term employment.
So, if you’re looking for talents for your organization, check it out. And since these individuals thrive in the competitive environment of the gig economy, they have competencies that will be beneficial for your organization. Such as independence at work—meaning that since they’re used to working on their own, they don’t require as much supervision as your other employees—and commitment and responsibility since gig workers live in a produce-or-perish world. This means that when they have a task, they do their best to deliver and take responsibility for it.
Social media is a big part of people’s lives. Even if they don’t religiously use it, they’re bound to have an account in one or two platforms. That’s why it’s one of the five tools you need to take your recruitment to the next level.
So, if you’re looking or talent, make use of social media. And knowing how important social media is for recruitment, some platforms even have specific features to help recruiters. Such as LinkedIn with its various talent solutions and Facebook with its job feature for businesses.
You can also read more here on how to maximize LinkedIn, the largest professional network in the world, for your recruitment.
Have you heard of inbound marketing? In simple terms, inbound marketing is when you attract customers to you (inbound) rather than you approaching them (outbound).
But did you know that you can use the same method for your recruitment? This is called inbound recruitment. And you already do this, just not extensively. For example, you do your best to make yourself visible to applicants by being searchable, having social media accounts, and posting your vacancies on job search portals. You also include attractive and engaging job descriptions.
To maximize inbound recruitment as a talent source, you have to do the following:
- Build a strong employer brand — what do you think makes some businesses have talents dreaming to work for them? It’s the employer brand. Candidates know that these companies provide excellent employee experiences and that’s what attracts them.
- Start from the inside — your employees are your greatest examples of how good it is to work for your organization. Inbound recruitment doesn’t end with attracting talents and converting them into employees. You also have to nurture and engage them, which makes them stay and loyal. These steps then make them your company promoters.
- Plan it thoroughly — your inbound recruitment needs careful and thorough planning to achieve your goals using it.
Employee referrals are one of the most underrated talent sources. That’s what makes it more important for you to explore. Your employees know best how things work on your organization. They also know which qualities are needed for an individual to perform well in your company.
Since your employees have these bits of knowledge, they can recommend a person they think will fit for the position. By exploring referrals as a talent source, you also tap on your employees’ network. Among their circle, they can also help you tap passive candidates and talents who are looking for new opportunities but are waiting for the right time to leave their current work.
Look beyond your preferred locations
Sometimes, when looking for talents, locations can become a hindrance. Not just for the employee, but also for you as the employer. With the terrible traffic in the country, travel to and from your office can be a big hassle. And this can affect their performance.
But, in a borderless world that’s made possible with the technology of today, geographical restrictions can be easily overcome. Using online assessments and video interviews can help you with your recruitment. And with the rise of remote working, looking beyond your preferred locations is no longer a no-other-choice decision.
Even with the global talent shortage, you can find talents. You just have to explore other sources. With the five talent sources listed above, we hope that your recruitment is successful!