How to Use Sourcing to Improve Your Candidate Experience

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Current HR models cannot handle modern “candidate experience” expectations. From outdated SLAs and SOPs to insufficient personnel, lack of alignment and inadequately trained staff, recruiters are all too often overwhelmed with applicants, hard-pressed to find enough time to provide an excellent experience to every candidate.

Enter "The Sourcing Method" - the solution to the dehumanizing of modern recruitment practices. By reaching out to fewer and more accurately matched candidates, recruiters can spend quality time delivering the full candidate experience and selling the “employer brand” instead of rushing through piles of unqualified applicants in order to be compliant with candidate tracking, disposition, and regulation. Top talent wants to be pursued not spammed, and certainly not ignored by the same “HR Black Hole” that has plagued our industry since the resume became the prevailing way to screen out candidates in the 1950s.

Sourcing is not only the first step towards improving candidate experience, but also the most critical. Feed faulty input into any process and, as you might expect, the outcome will inevitably be flawed. This generally accepted principle called GIGO or “Garbage in, garbage out” is just as at home in HR as it is in computer science. By blindly accepting high volumes of unqualified incoming candidates, you limit your ability to be selective. Without infinite applicant pools and with practical constraints, your recruiters and hiring managers have a limited amount of time to spend judging the relative quality of each applicant.

Some talent sources are deeper, offering a broader choice than others, while some offer a limited choice yet yield a dramatically higher applicant quality. Join President of the Sourcing Institute and author of “The Sourcing Method” Shally Steckerl as he explains how to effectively utilize sourcing to improve your candidate experience.

In this webinar you will learn:

The strengths and weaknesses of a variety of sourcing channels;
How the candidate experience becomes more targeted and personalized through sourcing;
How to increase transparency without decreasing recruiter productivity;

And more!

June 18, 2019 9.30 AM PST, 12.30 PM EST, 5.30 PM GMT

Brought to you by:

Shally Steckerl, President, The Sourcing Institute

Shally Steckerl is President of The Sourcing Institute (TSI), and one of the originators of the talent sourcing discipline. With 22 years of recruiting experience, Mr. Steckerl has served as corporate sourcing leader for many Fortune 500 brands, like Microsoft, Google, Coca-Cola, Cisco, and Motorola, helping them efficiently find unfindable talent. He has advised recruiting leaders at over 300 organizations, like CH2M Hill, GE, Lockheed, and SourceRight, on how to successfully embed key sourcing initiatives into their current efforts, improve the performance of their existing sourcing teams, and establish sourcing functions from the ground up.

Mr. Steckerl is the author of both the industry standard textbook “The Talent Sourcing and Recruitment Handbook” and his recently published book, “The Sourcing Method”. He has served as Adjunct Faculty at Temple University’s Fox School of Business where he taught the first ever full-credit academic capstone course on recruitment and served at Brandman University. He is a regular speaker at HR leadership conferences around the world and has been featured on NPR and the Wall Street Journal.

Human Resources Today