Best Talent Sourcing Platforms: Websites, Apps & Social Media Tools for Recruiters

Talent Sourcing:

Talent Sourcing is searching for suitable candidates for a job, and people who work on sourcing activities are called sourcers. Identifying best-fit candidates for organizational roles, screening and engaging them, and converting them into potential applicants is what talent sourcing is about. Sourcing is a component of talent sourcing strategy that focuses on developing a consistent talent pipeline of talented candidates.

Talent sourcing involves employing different technologies and media platforms to attract interest in job vacancies and to seek out both active and passive candidates to apply, utilizing job boards, social media, digital platforms, and  Applicant Tracking System (ATS) such as GitHub, LinkedIn, and Recruitment with AI Technology has transformed the way recruiters connect with potential candidates to build a talent pool.

Recruiting:

Attracting potential candidates, interviewing, screening, and guiding them through the evaluation process are all part of the recruiting process. Whenever the sourcing finishes, the sourcers engage the required candidates. The qualified candidates are passed on to the recruiters. A recruiter’s job includes negotiating job offers and, to some extent, onboarding candidates within the organization. In addition, they manage the relationship and serve as intermediaries between candidates and the organization when hiring for a position. Recruiter responsibilities involve advertising job openings, evaluating candidates, communicating with applicants, and organizing interviews or other organizational needs. 

Responsibility of Sourcer:

• Searching Job portals 
• Recruiting prospective 
• Determining the company’s talent requirements 
• Attracting new talent and generating interest in the organization 
• Making the first contact with candidates
• Eliminating bias from the hiring process.
• Building a relationship with candidates 
• Networking through industry-related organizations 

Responsibility of Recruiter:

• Communicating with the hiring managers 
• Scheduling interviews
• Select qualified candidates 
• Negotiation over a job offer 
• Posting open positions on different platforms and other social media platforms 
• Coordinating and communicating with the prospective candidates 
• Keeping and developing the pipeline of potential talent 
• Developing the employer’s brand reputation.

Importance of Talent Sourcing:

• Decreases Time-to-Fill: Talent sourcing enables companies to connect with potential candidates who may not be actively looking for a job, yet could be receptive to new opportunities. This proactive approach can significantly shorten the time required to fill open positions.
• Enhances Quality of Hires: By engaging with candidates early and nurturing relationships with them, talent sourcing assists organizations in pinpointing individuals who align better with the company culture and possess the necessary skills and experience for the position.

• Establishes a Robust Talent Pool: Sourcing creates an array of potential candidates that can be utilized as new roles become available, ensuring a consistent influx of qualified applicants and minimizing the likelihood of extended vacancies.

•  Economical Recruitment: Though it requires initial effort, talent sourcing can lead to financial savings over time by diminishing the need for costly recruitment ads and agency commissions. 

• Purposeful Hiring: Sourcing empowers organizations to adopt a more deliberate approach to their recruitment efforts, concentrating on attracting and engaging candidates who align with their broader business objectives. 

• Improved Employer Image: Proactively engaging with prospective candidates can leave a favourable impression of the employer brand, even for those who may not join the company at that time. 

• Reach Non-Active Candidates: Numerous skilled professionals may not be actively pursuing new opportunities but could be receptive to an enticing offer. Talent sourcing enables organizations to connect with these non-active candidates who might otherwise be overlooked. 

• Advances Diversity and Inclusion: A well-planned talent sourcing approach can assist organizations in identifying and attracting candidates from various backgrounds, fostering a more diverse and inclusive workforce.

Process of Talent Sourcing:

1. Plan creation: In the first process, we will create a plan. In that plan will plan how recruiter can achieve their goals. This plan includes where this talent should be sourced and the hiring candidates that would be ideal to find.

2. Defining prime candidates: The well-qualified or prime candidates would be difficult to find. To find this talent, recruiters can create a partnership with managers. Recruiters and hiring managers work closely together to find the top talent. Three key points need to be highlighted, like Education, qualifications, and skills. Through this work, managers can evaluate the ideal candidate among the candidates who would not be the perfect fit. 

3. Choosing various sourcing platforms: It’s very important for recruiters to choose various sourcing platforms like agencies, job portals, newspapers and social media, universities, job fairs, etc. With the use of this different platform, they can use it to identify the prime candidates.

4. Employee referrals: Employee referrals are basically a bonus when an existing employee recommends any candidates. If the candidate is shortlisted, then after the probation employee gets some bonus. Employee referral programs happen to encourage existing employees also. 

5. Building a relationship with applicants: It means staying in or building a relationship with the potential candidates. So candidates are interested in applying for that position at the organization.

6. Creating an outreach message: Recruiters can create a message that gets the attention of unsolicited applicants and potential candidates.

7. Employer brand building: Employer branding represents a company’s external communication regarding its identity and what distinguishes them. Two major sides are first to attract new candidates and last is to retain existing employees with better job satisfaction, engaging them with an employee engagement program.

Sourcing Tool

A sourcing tool is a software that is utilized for creating a pool of candidates. Whenever there are any roles open in any organization, a company who which candidates are best in that role and needs a pool of potential candidates for this.

         How does this Sourcing tool function?

         It allows searching for a prime candidate for different criteria.

1. Technical skills necessary
2. Previous designation in the last organization
3. Last University or qualification
4. Overall work experience 
5. Any software knowledge

Different platforms for Talent Sourcing:

In India, numerous recruitment tools and platforms are frequently utilized for finding candidates. These tools address different facets of the hiring process, ranging from job advertisements to candidate management. Some of the job portals are – 

1. Naukri: It is the most used and No. 1 job portal in India. This platform provides services to agencies and job seekers. This includes many options like Resume writing, free resume source, database sources, and AI-generated job descriptions..

• Resdex is a part of this portal. Were recruiter can perform advanced searches for specific keywords, experience levels, location, and more. Also, identify potential candidates who match the requirements and save time in the screening process. 
• Boolean search is an alternative way to search for candidates in the database. It enables recruiters to conduct advanced searches on Resdex. Here, keywords are used to combine searches to generate relevant search results. AND, OR, NOT are basically operators to use in this search. 

2. LinkedIn: American Business and employment-oriented social network is called LinkedIn. It is for job seekers to post their CVs, also they can also share licenses, certifications, and any achievements, and also used for professional networking. It allows both employees and employers to create profiles. Employees can contact any employer via a connections request. It can also be used to organize events, post a job, post an article, post photos, and more.

3. Shine: Shine is the second-largest jobsite in India. Popular newspaper brand HT Media Limited manages Shine.com. It connects job seekers and recruiters by exactly matching job seekers to the job openings through an advanced 2-way matching technology. Other job portals focus on getting candidates, whereas Shine focuses on candidate growth. It has launched Shine learning, where working professionals develop their careers. Shine Job organizes a fair that brings job seekers and employers under one roof.

4. Indeed: One of the best USA-based job portals is Indeed. Indeed is a free job portal. With AI-powered technology, Indeed hires. Japanese company Recruit Holdings. Co Ltd is owned indeed. For candidates, it provides company details, employees’ insights, and their reviews. For employers, it provides ATS, Candidate management, hiring insights, automated hiring solutions,and  team collaboration.

5. Monster India: Monster India is also referred to as Foundit. It is a global leader that connects people and jobs. It has been transforming the recruiting industry for 30 years. It has resume services like Xtreme Resume and Career Booster. In this platform, multiple users can collaborate to manage recruitment efforts.

6. Internshala: It is a platform that offers graduate students internships and online training programs. It is India’s leading job platform. A database of internship and training programs is offered in InternShala. It offers a plethora of job opportunities. Freshers can apply to this portal. 

7. Glassdoor: An American company where employees review companies. It’s also a recruiting site that offers job opportunities. It includes a huge database of company reviews, interviews, salaries, benefits, office photos, and other media, CEO Approval rating, etc. All of this information is shared by those who know the company and existing employees. 

8. Upwork: It is a platform for freelancers. Freelancers can find work and get paid on this platform. They can showcase their talent, skills development, search for work, and manage their income. For clients, it has some features like talent discovery, project management, secure payments, and client success. And for freelancers, it has features like profile building, job search, communication and collaboration, earning management, and freelancer plus.

9. Times job:  In India and the Middle East, the Indian job portal Times. Job com operates. The Times group is the owner of this. Government jobs also feature on this website. For IT jobs, TechGIG. Com site is also featured on this website. 

10. Fresher’s World:  India’s first recruitment space is Fresher’s World. In addition to helping organizations, the best new talent is working to help people land their first dream job opportunity. It is basically a Team Lease company with over 1.5 crore database. It is basically used to hire freshers in India. Top companies like Jio, Toshiba, Tata Chemicals, Byju’s, NTT, Berger, etc. are featured on this site. 

Social media platforms that are used for Sourcing

1. Facebook: The Human Resources department is always changing and approaching top talent. With Facebook’s assistance, recruiters can discover and capture the interest of prospective candidates. It has also advanced search that involves a filter option that enables recruiters to narrow down their search, so that they can easily find the candidate with the desired job title, industries, and locations. To create an employer brand, it is also very useful also employers can drive employee referrals here. This offers ATS, messaging, and scheduling interviews.

2. Twitter:  It is now a popular tool for personal and business branding. It makes sense given the large number of tech professionals engaging in IT-related conversations, creating communities. Make use of Twitter’s sophisticated search feature when looking for tech candidates. You can target specific keywords, hashtags, locations, and data ranges to find users using this Boolean logic feature. The search results can also be filtered by people, videos, images, and tweets. This could be an opportunity to expand your network and find more passive candidates. 

3. Instagram:  Using Instagram as a platform to recruit, engage, and hire new employees is known as Instagram recruiting. With more than 1billion active users, it offers employers access to a huge talent pool. It is an excellent tool for recruiters to share interesting content that embodies their company’s culture and values, advertise job openings, and share pictures of their team and workplace. 

4. Jobvite: It is a Talent Acquisition suite with AI-Assistant features that changes the Talent Acquisition process. It offers an end-to-end solution that integrates with the organization’s existing tech people. It can enhance the candidate lifecycle, optimize your most critical hiring activities. 

• Reasons for using social media for recruitment

• Before job postings on social media, recruiters have to make sure they understand the objectives. Employers can make sure social media recruitment is appropriate for the roles they are seeking to fill by identifying performance indicators. Recruiters can establish talent strategies, such as aiming to reach a particular number of candidates for a job.

• Every social media network has benefits of its own benefits. To fill a variety of positions, recruiters can utilize a number of platforms. Determine where an ideal recruiter candidate is most likely to spend their online time and use that information to hire them. 

• A strong social media presence is crucial before contacting applicants. Company profiles that communicate the appeal to ideal candidates about any vacancies on social media. 

• Recruiters can use social media to notify followers about any positions that are open. 

Advantages of social media recruitment:

To recruit candidates, recruiters are using different social media platforms.  Social media platforms are LinkedIn, Twitter, and Facebook. Using social media talent sourcing strategies, recruiters can help an organization’s culture and reduce the time and money spent on the recruitment process.

• These days, social media platforms are a universal tool for finding and searching for new talent for a company. It is likely that your ideal candidates are already active on Facebook. Job seekers are especially fond of LinkedIn. It is well known that Twitter hosts job search chats. 99% of job searches use LinkedIn, making it the most popular social media platform. Recruiters now turn to LinkedIn as a platform of choice for raising job visibility and drawing in top candidates. 

• A boost in Social media usage increases an employer’s brand. To enhance the employer brand and amplify the company’s culture recruiter creates a social media. To encourage job applicants, recruiters follow and engage with the candidates and build a relationship with them by sharing the company’s news and insights. 

• Hiring a new employee is quite costly. Social media recruiting is a good option because it is cheaper than other options, but it still involves expenses. 

• Hiring new managers can utilize a variety of particular groups, filters, and hashtags, making it simpler for them to attract higher-quality candidates. For instance, Facebook allows users to apply advanced search filters that align with the profile of the ideal candidate. Additionally, these filters can be customized based on specific industries, locations, and keywords. Furthermore, Facebook ads are specifically targeted, boasting a click-through rate of 0.9%, according to recent findings by Adweek, which is relatively high in comparison to other recruitment marketing strategies. Recruiters can hire high-quality candidates with the help of social media.

• Social sites offer a glimpse into the ideal candidate’s character. Platforms like social networks simplify the process of confirming a candidate’s details, including job positions, work experience, and abilities, allowing recruiters to access a rich array of information through LinkedIn profiles about prospective candidates. 

• Using social media as a recruitment tool can be an effective strategy for recruiters. It highlights the biggest pool of potential candidates. Achieving success in hiring through social media necessitates a well-crafted strategy that emphasizes the most effective recruiting methods.

• Disadvantages of social media recruitment 

• Recruiters need to be careful to prevent discrimination while conducting recruitment through social media. While gathering insights about potential candidates, there is a risk of developing biases that lead to unfair favouritism towards certain individuals, particularly concerning ethnicity and gender. It’s important to be mindful when engaging in social media recruitment.

• Social media can intrude on an individual’s private life. During social media recruiting, some candidates may feel discouraged if they prefer to keep their personal and professional lives separate.

• Recruiters should approach social media profiles with a healthy dose of scepticism. It’s important to remain vigilant for any unethical information or warning signs in candidates’ profiles.