Having worked in the recruitment industry for too many years to mention, I have seen a significant change from the days of placing a job advertisement in Saturday’s newspaper to the sophisticated and several options available today. 30 years ago the sourcing process was almost a lottery, a lucky dip, choosing the best of the candidates who noticed the job ad and were motivated enough to apply.  How times have changed with the introduction of digital marketing and social media.  But these mediums are not the answer on their own. It is the combination of a number of sourcing methods that will ensure the absolute best candidate is sourced in the current job market.

To achieve the desired outcome:

1. The Recruiter is an experienced operator, has proven the success of delivery and forms a partnership with their client with a clear understanding of intimate details about the business and its strategic direction.  They have formed strong relationships with a loyal client base, a relationship built on trust and open communication.
2. The Recruiter keeps up to date with the industry or sector they specialise in.  They know which businesses are expanding, restructuring or making employees redundant and where there may be future job opportunities. 
3. A thorough job brief is provided and a current Position Description.  A quality briefing allows the Recruiter to fully understand the candidate fit, taking into consideration technical, functional and personal attributes.
4. The Recruiter must have a strong network of candidates in their field of expertise.  A good operator has built a reputation built on respect, authenticity and consistent communication to their candidate network.   
5. An ability to write an accurate and creative job advertisement that will attract the browsing candidate who is open to considering other options.  Rather than post a job advertisement using one marketing stream, several options can be utilised to ensure coverage i.e. LinkedIn, Facebook, Twitter, a company website and numerous job search engines.
6. The terminology of using a “head-hunter” to tap candidates on the shoulder has been utilised for many years.  This method has been limited to relationships formed through business groups, industry associations, competitors and social groups.   The same approach applies in the current market however it is more sophisticated, and it extends out to cover several criteria i.e. location, salary range, company experience, industry knowledge and specific qualifications.  In the current market, candidates are receptive to being approached about a role without any obligation provided it is handled in a confidential and trusting manner.  
7. Talent Mapping is another option that is a valuable sourcing tool.  Some recruitment firms provide a sourcing team who work in partnership with the Recruiter to identify and provide details of candidates who match the criteria of the search.  A list of candidates is provided to the client to identify and choose which candidates should be approached by the Recruiter. 

The combination of these methods will ensure the success of the first stage of the recruitment process and determine the success of the remaining stages.  The shortlist should be a thorough and true representation of the most suitable candidates who closely match the criteria of the role in the current marketplace.  However, the facilitation and integrity of a quality Recruiter will ensure that this process is followed and successful outcomes are achieved for both the client and the successful candidate.