Every company has a Candidate Sourcing Strategy – some just do not know it.  It seems many companies have a sourcing strategy where they are like jellyfish floating among the Job Boards hoping to find the best talent.  The issue is the Top Talent is not often looking at the same time you are.

What are the Top 3 Aspects of a Successful Sourcing Strategy?

  1. It would seem obvious that an early step in creating a Successful Talent Attraction Strategy is to create a Budget. If Human Resources is driving Talent Attraction, should they discuss a sourcing Budget with the CFO? Absolutely!

What information should HR supply the CFO early in the budget process? Notably what the cost of sourcing was per person hired over the past 2 years. I suggest grouping by Executive Level, Professional level, and Hourly Level.

Will there be an increase in open positions this year over last year? This information may require additional staffing, either full-time or contract. Add to budget, if needed.

 What is the anticipated cost of posting to Job Boards?

What is the anticipated cost of third-party recruiting fees?

The cost of attending Career Fairs? Travel?

The cost of Candidate travel for interviews?

The cost of relocation? Sign-On Bonuses?

2. When are positions scheduled to be opened? May a position be opened early if a Top Talent Performer is identified?

3. Will the recruiting staff depend upon passive recruiting – Hoping that Top Talent will respond to a job board posting (not a great strategy if your company seeks to hire Top Talent)?

Bonus – 4. Hiring Managers should treat recruiting like University Athletic Directors – always have a Top Talent Performer in mind who is currently working elsewhere.

Top Talent Performers Are Attracted By Top Talent

As a Talent Attraction Expert, my experience consistently has been that outside Top Talent is attracted by Top Talent in your organization. They recognize – and wish to work with other Top Talent.

I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple.

If you have any questions, please call me at 435-714-4425 (Mountain).

The RecruiterGuy.com Top Talent Attraction business model is my differentiator.  I focus on one client at a time and charge a flat monthly fee.  This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training.  https://recruiterguy.com/

Learn how I coach my Career Transition Clients in my most recent book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order  http://amzn.to/2D9w39f  My book includes an appendix with action verbs and sample interview questions.

I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

See you on Tuesdays! Feel free to click on Follow Us to receive my #TalentAttraction Thought Leadership every week or to Share my Just Saying Thought Leadership with your Network through Twitter and Facebook.

Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.

Bill@RecruiterGuy.com  435-714-4425

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©1999-2020 B. Humbert – Provocative Thinking Consulting, Inc. –

USA 01-435-714-4425 Bill@RecruiterGuy.com

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